Questions for Recruiting Post-Millennials in the New Year
As Baby Boomers phase out of the workplace, companies will be recruiting the up-and-coming post-Millennials—also known as Generation Z—to join the Millennials and Generation X’ers populating their workforce
. The problem is, the incoming post-Millennials will have a lot of positions to fill but may lack the skills needed to fill those roles as effectively as possible.
In a competitive job market, applicants who do
have the know-how are highly sought after. So, how does a company go about recruiting high-potential applicants from Generation Z and the Millennials?
Lately, Millennials have been getting a lot of attention in the work world. Now companies must expand their focus to include Generation Z.
Recruiting Post-Millennials to Your Workforce
Born between 1996 and the present, Generation Z’ers are just starting their careers. Like the Millennials, Generation Z employees differ from the generations that came before them. Communicating with Gen Z is slightly different due to their motivations and drivers.
Here are some questions from AMA’s Communicating Across Generations seminar that can help develop the mindset needed to recruit high-potential post-Millennials:
Does your organization offer education in the field to its employees? Generation Z’ers are interested in education beyond the classroom. They want their on-the-job experiences to teach them new things while still benefiting the organization. A great tip for hiring post-Millennials is to advertise the learning opportunities within the position itself and how those opportunities will tie into their own goals.
Does work/life balance play a big role in the organization? Gen Z’ers understand the importance of accomplishing their work. They also understand the importance of maintaining a balance with their personal lives. They are attracted to positions that give them the ability to succeed in both areas.
Do you offer flexible work conditions, a sense of purpose, and meaningful impact? More and more businesses are offering greater flexibility to employees. This may include anything from telecommuting to flexible working hours. These arrangements appeal to post-Millennials, who want to use their skills at work while accommodating their own schedules. They also want to understand how their role fits into the organization and supports its purpose. The idea that their work benefits the organization overall makes them feel that they have an impact on the performance of the business.
Do you have a fun environment that makes everyone excited to be at work? This is an important aspect of working with Gen Z. No, it doesn’t mean offering beanbag chairs or open-office layouts. Gen Z’ers want to enjoy the work they’re doing while being able to socialize with co-workers. They want to be a part of an environment that makes them feel rewarded for their work.
Consider these questions in your approach to hiring post-Millennials. When you successfully attract this new generation of employees, they’ll bring with them a strong work ethic and untapped potential.
Develop a dynamic communication style and interact effectively with all generations in the workplace.
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AMA is one of the most widely recognized leaders in business training, having provided corporate training solutions
for over 95 years. From leadership, communication and managerial training
, customer service
and analytical skills, AMA has developed a vast array of content and training solutions to help individuals and organizations achieve business results . Each year, AMA delivers thousands of seminars and courses across the United States. With courses offered in a classroom near you
or live online
, AMA is a flexible, convenient resource for all of your organization's talent development needs. AMA also offers customized solutions based on your specific talent development requirements.