An employer towards the Z Generation
Nowadays, it is becoming more challenging for employers to find talented, dedicated specialists who are willing to stay with the company long-term; this fact is confirmed by research centres and recruiters. Therefore, employer branding is not just a company novelty anymore but lately it becomes a necessity.
Employer Branding 2018 report prepared by HRM Institute shows that 44% of employers find talent deficit the greatest disadvantage, 39%- difficulty in reaching candidates with the right experience and 24% points out the difficulty of finding a dedicated employee a serious problem. Those people have usually full-time employment, therefore, it is up to the firms to get to them, not the other way around. The employee market inevitably changes into t talent market.
HRM Institute evaluates the situation as moderately optimistic: 18% respondents claim, that it already implements the employer branding project, 35% have prepared the strategy but need to complete and refine it. The onboarding programme (76%), Employee recommendation system (70%) and exit interviews (interviews with leaving employees, 60%) are pointed out as most frequently used when head hunting. Career tab on website (86%) and a LinkedIn profile (75%) are widely used and effective, however, from the point of modern employer branding- too restricted.
Deloitte focuses on the disappointment of the two groups in his Millennial Survey 2018 report. Perks and benefits like sport packages and “fruit Mondays” that are presented in job offers are far from unique and are not the answer to realistic expectations. Template expressions like “dynamic work place” do not bring anything. What is important to “millennials” is: salary (63%), organisational culture (52%) and employment flexibility (50%). The Z Generation places less emphasis on financial reasons (51%) and more on organisation culture (57%). Work flexibility is also important (44%)
It is worth taking these priorities into consideration when planning employer branding strategy and a credible synchronization with firm realities.
According to the truth
Representatives of the Z Generation act quick and decisively. It will be difficult to keep them in the company if the employer does not provide them with flexible and varied work environment promised in the recruitment process. Work space cannot be restricted to open space and classic conference room. David Goleman believes, that the weakest side to the Z Generation is their emotional intelligence. Limiting the interpersonal relation to technology results in deficit of neurological connections responsible for relations. That is yet another reason why we need to take care of building human relationships in order to have a good team.
People’s personalities go beyond standard division of introverts and extroverts. Classic extroverts need to constantly express themselves, always be challenged. However, there are people who like to be tested but prefer to work in silence. Quiet zone is an ideal place for an introvert, who does not need stimuli. It becomes a misunderstanding though, if employees have too much energy.