Workforce Generations

The Next Gen Norm

Organizations need to focus on flexibility, growth opportunities, and company values in order to attract young talent.

By Jenn Labin

A decent, competitive salary and a basic health package was once enough to entice workers to join an organization, but today’s new generation of job seekers is demanding different, less tangible, benefits from prospective employers.

New Generation

Ghost Busting

Keeping candidates engaged throughout the recruitment process is more important now than ever.

By Marta Chmielowicz

While ghosting 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.

Ghosting

Millennial Mindset

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. In the global war for talent, companies need a clear millennial strategy.

Millennial Employees

The Age of Collaboration

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.

Workforce Generations

Putting the Micro in Microsoft

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. But when 40 percent of today’s internships are unpaid, according to NACE, these opportunities remain inaccessible to a large percentage of the student population. Microsoft, in partnership with Parker Dewey, is one enterprise addressing the weaknesses of the traditional structure with a new approach: the micro-internship.

Micro-Internship

Scholarly Advice

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.

Retaining Millennials

Thinking Outside the Box

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.

Creative HR

Next Generation of Leaders

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.

Developing Millennials

The Future is Bright

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.

Millennial Employees

Editor’s Note: Millennials as Managers?

By Debbie BollaDid 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?

HRO Today