Tag Archives: Workforce Generations

Decreasing the Generational Divide

TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.

By Marta Chmielowicz

A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.”

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The Start of Something New

Technological innovations and generational demands are poised to transform the way work is done in 2020 and beyond.

By Emily He

The future of work has been a hot topic in recent years, fueled by a barrage of technological advancements impacting nearly every industry and organization. Business leaders far and wide are being pushed to innovate or risk falling behind—and HR leaders are no exception. New developments in artificial intelligence (AI), machine learning, and chatbots are shaking up the landscape for HR, raising concerns around automation and job displacement while forcing teams to adapt to changing employee expectations and evolving workplace norms.

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Career Champions

Mentoring

Four HR leaders share how their approaches to mentoring programs are solving talent challenges.

By Marta Chmielowicz

Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. In fact, according to LinkedIn’s 2018 Workforce Learning Report, a whopping 93 percent of employees would stay at a company longer if it invested in their careers.

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Mind on Mobility

Short-term relocation

Short-term relocation assignments are emerging as a strategy to keep younger workers engaged and loyal to the organization.

By Marta Chmielowicz

Globalization is raising the bar on mobility. As technology strengthens economic and intellectual connections across the world, leading multinational companies are looking to develop a new generation of leaders with a global mindset and multicultural experience.

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The Next Gen Norm

New Generation

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. Flexible schedules, wellness programs, professional development opportunities, mentoring programs, and meaningful societal impact are what the young workforce is seeking. And with a job market that demands organizations work to attract top talent, these workforce benefits have attained non-negotiable status when it comes time to make an offer.

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Ghost Busting

Ghosting

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.

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Millennial Mindset

Millennial Employees

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.

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The Age of Collaboration

Workforce Generations

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.

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Putting the Micro in Microsoft

Micro-Internship

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.

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Scholarly Advice

Retaining Millennials

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.

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