Keeping candidates engaged throughout the recruitment process is more important now than ever.
By Marta Chmielowicz
It’s called “ghosting”—suddenly ending all communication with no warning. While the practice is a common event in today’s dating scene, it is making its way into the business world. And it is something that both recruiters and job candidates are guilty of: Hiring managers have long allowed applicants to fall into the recruitment “black hole” and candidates are now starting to return the favor by skipping interviews, ignoring job offers, not showing up for start dates, and even quitting without a word. In fact, research from Randstad US finds that 66 percent of U.S. managers report being ghosted by candidates who initially accepted a job offer, but disappeared before the start date.
Factors that make a difference when creating an attraction strategy for this generation.
By Brenda Leadley
By 2020, millennials will make up more than one third of the world’s working population. Allianz Global Corporate & Specialty’s new report, Trend Compass 2019, found that the influx of millennial employees will be a significant challenge for businesses over the next five years. Offering a creative and flexible corporate culture, introducing transparent and fast communication and decision-making structures, and embracing a mission with a social impact are some ways to engage this important segment of the workforce. In the global war for talent, companies need a clear millennial strategy.
Today’s multi-generational workforce has a lot potential, but will only reach it if organisations can manage its many complexities.
By Simon Kent
A long history in the paper and packaging industry means the workforce at Mondi is extremely diverse. The company has operations in over 33 countries and creates paper and packing for large, fast-moving consumer goods (FMCG) companies such as Nestle, P&G, and Unilever. According to Group HR Director Michael Hakes, many of the company’s 26,000 employees started with Mondi straight out of school and still make up an important part of its workforce some 40 years later. Naturally, this has created an age-diverse workforce that presents both benefits and challenges.
Microsoft’s micro-internship program delivers learning with a practical touch.
By Marta Chmielowicz
The transition from college student to working professional can be challenging for recent graduates. According to McGraw-Hill’s 2018 Future Workforce Survey report, only 41 percent of college students feel well-prepared for their future careers, and 51 percent desire more opportunities for internships and professional experiences.
An organization shares its strategic approaches to attracting recent college graduates.
By Julie Palmer and Claire Romaine
With the unemployment rate below 4 percent, competition for top talent is tougher than ever. However, waves of new talent are about to enter the workforce as the collegiate class of 2019 graduates across the country. Organizations must capitalize on the momentary influx and adjust both their recruitment strategies and benefits programs to appeal to the graduating demographic. When it comes to attracting and retaining young talent, there are a few key factors for HR professionals to consider.
Creative solutions to HR challenges can help organizations stay relevant.
By Anthony Onesto
HR has long been viewed as a rule-oriented profession for those who excel at balancing regulatory, legal, and employee concerns while also helping companies recruit great talent. But recruiting talent today is not as straightforward as it once was—and neither is creating a company culture that retains employees.
Empower millennials with development programs that are suited to their strengths.
By Cheryl Allen
There is great value in using generational research to effectively inform people practices. The current workforce makeup of baby boomers, Generation X, millennials, and Generation Z is likely one of the most diversified in history. Each generation is equipped with skills and knowledge based upon the environment they grew up in, and organizations are searching for them in the current competitive business environment.
Recent research finds that millennial and Generation Z leaders are changing the world of work—for the better.
By Zoe Harte
Millennials and their younger Generation Z counterparts frequently face criticism over their commitment to the workforce and are often labeled as lazy and entitled and described as “snowflakes.” Yet these younger generations are poised to change the future of work. As these digital natives become the dominant generation in the workforce, they are quickly squashing these misconceptions and bringing their positive influences to build their vision of a new work paradigm.
By Debbie Bolla
Did you know that the millennials at the tail end of their generation will be turning 38 this year? According to Pew Research Center, the age range for this cohort is now between 23 and 38. What does that mean for HR and the workforce? More and more millennials are entering—or are in—leadership positions. In fact, according to Upwork’s recent study, Future Workforce Report, nearly half of this younger generation is in positions at the director level or above. So the big question is: How will millennials manage?
In The Future is Bright, Zoe Harte, senior vice president of HR and talent innovation and head of human resources at Upwork, shares four ways millennials and Generation Z are shaping the workforce based on findings from the company’s recent Future Workforce Report. Two factors are likely to have an impact on their management styles. Millennial and Gen Z workers are nearly three times more likely than baby boomers to believe that individual workers need to take personal responsibility for their development. They also believe that by 2028, nearly three-quarters of all teams will have remote workers and 33 percent of full-time employees will exclusively work remotely. Will these two factors lead to more autonomous management styles?
Organizations can reap the rewards of leveraging retired baby boomers for gig work.
By Colleen Frankwitz
It’s a hot question: As the 75-million-strong baby boomer generation reaches retirement age, how will organizations fill the void in the workforce—especially in senior-level roles and highly-skilled positions?
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