Posted by CareerBuilder UK on 10 March 2015 in Workplace Issues, Leadership, Labour market | No Comment

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Generation Y, also known as the Millennials, and its needs has kept the HR world busy for a fairly long time. Chris Bailey, Vice President of Financial Services for recruitment at CML, one of the world’s leading independent financial services companies and renowned recruitment firm, says: Millennials are passé. Generation X now has to prepare itself for Generation Z. We spoke to Chris Bailey about this new challenge.

Wait. What is Generation Z?

"Generation Z is the generation that comes after the millennials. Though the exact date range of the generation is often disputed — it is generally considered to be made up of those born in the early 2000s and beyond. Generation Z will represent the most educated workforce we have ever seen. They will also be the most carefree and outspoken workforce we have seen due to the impact of social sharing.”

Sounds like these kids are trouble with their newfangled phones and crazy ideas about personal expression. Old people better watch out.

"Executives who hide behind closed doors and make slow-moving decisions will alienate members of Gen Z. You have to tell these kids why they are doing something. If you don’t, it will only stifle organisational growth and development.”

Who’s really in charge when the kids think they are in charge?

"Baby boomers are in leadership roles, but they’ve only had three or four major job changes throughout their entire careers. Their experience is limited. Millennials rely on the Web to tell them what they think they need to know. Generation Z is still emerging, but I suspect they will vent on Facetube and overshare on YouBook, and their ideas will be validated through how many likes and shares they receive on their social profiles.

Gen X is the most important and dynamic key to balancing generational tensions in the workforce. As emerging leaders themselves, they will have to balance old and new communication styles while trying to forge a path of their own.”

Wait, what about Gen X? Does anyone care?

"I am a Gen X employee. We have to take care of ourselves. Everyone wants our jobs! Run for the hills! Take no prisoners, fire them all!

Sorry about that … just kidding … sort of. Gen Xers have to handle all the dirty aspects of leadership with very little glory or fanfare. It’s like being the middle sibling. You see the entire family spectrum, and you learn very quickly to become a great mediator.”

How glamorous. Isn’t some of this generational-talk a little too easy, Chris?

"When it comes to being a talent advisor and implementing the best recruitment practices, I just care if you meet the criteria for the role. But the generation difference is real, and you should be thinking about a human resources communication strategy that is effective and meets the needs of your entire workforce. Keep it fluid. Don’t be afraid to change things. But also don’t use Twitter if 90 percent of your employees think a tweet comes from a bird!"

Have you ever thought about using professional HR software to make it easier to align your recruitment strategy with your organisation’s corporate goals, thereby competently meeting today’s challenges? Find out more here.

 

Image: © Wernerimages - shutterstock.com

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