This document discusses Generation Z and their traits that are important for organizations to understand to effectively market to and recruit Gen Z. Some key points:
- Gen Z is highly digitally connected, having grown up with technology like smartphones and social media. They are more educated and entrepreneurial than previous generations.
- Gen Z values making a positive impact, diversity, and they expect to have influence and voice their opinions. They want to work for innovative companies and be able to work flexibly.
- To attract Gen Z, companies need to demonstrate how graduates can contribute meaningfully to solving problems. Content should be shareable and optimized for quick consumption across digital platforms. Workplaces should facilitate knowledge sharing and remote work arrangements.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
Millennials, Generation Y - born between 1980 - 2000, how they respond to work ethics, their behavior at the workplace, how they like to manage work-life balance, and how the organizations should manage in order to compete in future.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Win the “War for Millennial Talent.”
Adopt new mindset – initiate, engage, collaborate and evolve.
Create a GEN Y friendly workplace culture.
Best Practices for Managing Millennials.
Change perspective involving time, technology and loyalty.
Provide in the moment performance feedback.
Create emotionally intelligent teams.
Develop future leadership bench strength.
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
This is the presentation I delivered to Hoteliers at a Caterer.com breakfast presentation, with the focus on engaging gen y in the workplace, on 24th September 2010.
What are generation Y? What are the implications for employees? How do you manage them?
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Next Generation Diversity: Grooming Millennial Leaders Aerial Ellis
Lessons in Leadership for the Millennial Generation: Workplace Imperatives, Navigating Generational Diversity Best Practices for Leadership Development for Millennials
Personal Branding For Professional Success: How to Stand Out Within Your Orga...Aerial Ellis
Personal branding can be a powerful tool for career development. This presentation will explain how you can build a personal brand by discovering and positioning your individual strengths through the mastery of models similarly used by corporate brands. Learn the five must-haves needed to increase your potential of standing out in a crowded and competitive job market and achieve professional success. Let everyone know there's more to you than meets the eye.
Born after 1996, Generation Z is slowly becoming a part of the workforce, purchasing consumers, and global leaders. As a manager, how do you get the most out of your Gen. Z workforce?
Communicating the Case for Diversity and Inclusion Aerial Ellis
Addressing Imperatives: The growing requirement to address how workforce diversity has a quantifiable effect on business/performance outcomes, creates financial/economic benefits, and shifts organizational culture to impact greater human contribution; Assessing Implementation: The proactive effort that responds to the changing demographic profile of the workforce through the implementation of programs and services that support and empower a diverse workforce through multicultural approaches (ie. programs, initiatives, execution); Achieving Success: The return on investment (ROI) in terms of performance and economic outcomes that results from leveraging the variant knowledge, skills, abilities, talents, intellectual capital, perspectives, working styles, etc. of a diverse workforce (process-oriented).
Communicating Across a Multi-Generational Campusmichellebaker
These slides are part of the "Communicating Across a Multi-Generational Campus" workshop, delivered at Ball State University in September 2014.
Workshop facilitated by Michelle Baker, phase(two)learning.
phasetwolearning.com - phasetwolearning@gmail.com
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
At the end of the lesson, you should be able to:
-compare responses to shared moral dilemmas of baby boomers and millennials
-state qualities of the filinnials
-differentiate ethics from religion
-appreciate the role of religion in globalized world
The global workforce is undergoing a huge shift. The net generation, Gen Y, is growing up quickly and account for almost half the workforce already. According to an HBR article, in four years Millennials – the people born between 1977 and 1997 – will account for nearly half the employees in the world. In some companies, they already do!
Organizations that engage Millennials will get ahead. The net generation wants to learn and grow and they're not afraid to ask for it. Now that we know that something has to change, ask yourself: what are you going to do for them?
4 ways to keep Millennials engaged:
1. Get rid of the performance review.
2. Be a coach.
3. Give recognition.
4. Share ongoing feedback.
This is the presentation I delivered to Hoteliers at a Caterer.com breakfast presentation, with the focus on engaging gen y in the workplace, on 24th September 2010.
What are generation Y? What are the implications for employees? How do you manage them?
Working and Managing Across Generations. From Traditionalists to Generation Y...Mike Cardus
Working and Managing Across Generations: From Traditionalist to Generation Y and Beyond…
Outcomes-
This session engages participants to:
Explore generational differences and their assumptions to the access of information in order to effectively manage tasks, teams and people.
Determine how different generations view teamwork.
Develop and hone leadership techniques to effectively manage Traditionalists, Baby-Boomers, Gen. X, and Millennials.
Develop skills for communicating across generational divides.
Explore technology and its application to work and social interactions.
Realize that as generations enter and leave the workforce, competency and respect for people are what drives successful organizations, teams and people.
Managing and working with generational diversity is a significant dimension of what is needed for success in the workplace today. The challenge is getting people to understand one another by exploring differences in expectations, assumptions and language use; then using this knowledge to increase effectiveness of people, teams
and organizations.
Bridging the age gap to build respectful working relationships can mean the difference between a work environment that clicks and one that clashes.
Next Generation Diversity: Grooming Millennial Leaders Aerial Ellis
Lessons in Leadership for the Millennial Generation: Workplace Imperatives, Navigating Generational Diversity Best Practices for Leadership Development for Millennials
Personal Branding For Professional Success: How to Stand Out Within Your Orga...Aerial Ellis
Personal branding can be a powerful tool for career development. This presentation will explain how you can build a personal brand by discovering and positioning your individual strengths through the mastery of models similarly used by corporate brands. Learn the five must-haves needed to increase your potential of standing out in a crowded and competitive job market and achieve professional success. Let everyone know there's more to you than meets the eye.
Born after 1996, Generation Z is slowly becoming a part of the workforce, purchasing consumers, and global leaders. As a manager, how do you get the most out of your Gen. Z workforce?
Communicating the Case for Diversity and Inclusion Aerial Ellis
Addressing Imperatives: The growing requirement to address how workforce diversity has a quantifiable effect on business/performance outcomes, creates financial/economic benefits, and shifts organizational culture to impact greater human contribution; Assessing Implementation: The proactive effort that responds to the changing demographic profile of the workforce through the implementation of programs and services that support and empower a diverse workforce through multicultural approaches (ie. programs, initiatives, execution); Achieving Success: The return on investment (ROI) in terms of performance and economic outcomes that results from leveraging the variant knowledge, skills, abilities, talents, intellectual capital, perspectives, working styles, etc. of a diverse workforce (process-oriented).
Communicating Across a Multi-Generational Campusmichellebaker
These slides are part of the "Communicating Across a Multi-Generational Campus" workshop, delivered at Ball State University in September 2014.
Workshop facilitated by Michelle Baker, phase(two)learning.
phasetwolearning.com - phasetwolearning@gmail.com
Millennials are disrupting the status quo in nearly every arena – from the music and food industries to politics to how we interact socially. Nowhere is their influence more keenly felt, however, than in the workplace – especially because it’s impossible to manage them.
In just over a decade, it’s estimated that Millennials will make up nearly 75% of the workforce. That’s why it’s essential for companies and their leaders to understand who Millennials are and what makes them tick. Or, in other words, how to keep them engaged. Engaged employees have an enormous impact on customer experience, the quality of products and services, and a company’s bottom line. Millennials are changing the rules regarding employee engagement. To be competitive, organizations need to learn how to attract, engage, and retain Millennials or they won’t be able to stay competitive in dynamic and ever changing workplace.
While a lot has been written about managing Millennials, data and experience suggest that attempting to manage them in the traditional sense won’t work. Millennials want to be part of fast moving, innovative organizations where they can contribute immediately. They are not content to wait in line for opportunities. And they want near continual feedback. After all, they are the first always-connected generation and they’ve grown accustomed to immediate feedback via “likes” and comments in their social media accounts. That’s why businesses that are thriving aren’t trying to manage Millennails, but rather are finding ways to channel the energy of Millennials by giving them big problems to solve and then letting them go to work.
Join us on this webinar to find out how to attract, engage, and retain Millennials in today’s ever-changing workplace.
At the end of the lesson, you should be able to:
-compare responses to shared moral dilemmas of baby boomers and millennials
-state qualities of the filinnials
-differentiate ethics from religion
-appreciate the role of religion in globalized world
Образовательный онлайн-тренинг по здоровому образу жизниAlya Milyukova
В основу программы лег многолетний опыт консультирования людей разного уровня социальной реализации и образа жизни, а также авторские наработки. Проект развивается с 2010 г, за это время было проведено более 20 тренингов, в которых приняли участие более 450 человек. Постоянно совершенствуется методика, дополняются материалы и учитывается опыт работы с участниками. Мы стремимся создать лучший тренинг по данной теме и уверены, что у нас это получается!
Наша задача — помочь вам сформировать системный взгляд и понимание что необходимо делать на практике. Участники самостоятельно выбирают уровень погружения для каждой из тем и время, которое готовы тратить на тренинг, даже 30 минут в день на работу с материалами принесут массу пользы. Мы поможем собрать ЗОЖ-паззл независимо от стиля жизни или предпочтений в тренировках, вкусов в питании, особенностей режима дня.
By 2030, many of the world's largest economies will have more jobs than skilled people to do those jobs. As a result, the talent market is going to be even more competitive than it is today. To prepare, Universum conducted the biggest Gen Z survey ever to help our clients predict their future workforce.
In this presentation from our EMEA webinar you'll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand.
Reverse mentoring is most useful for training in digital technology. For example, let’s say you’re planning an HR digital transformation. You’ll be looking at upskilling a percentage of your current workforce.
Who will do the upskilling? Well, 60% of Generation Z have said they’d use virtual reality as it increases in accessibility; this makes it obvious they have great faith in technology and experience with it.
With that in mind, Gen Z is ideal to lead the training. It will also benefit their self-esteem and give them clear intent. Consider that 42% of Gen Z want to be with an organization that offers them a sense of purpose more than money. That makes them the perfect mentor for willing mentees.
The Culture Cure for Digital: How to Fix What’s Ailing BusinessCognizant
Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
The Future of Business Citizenship - People's Insights MagazineMSL
For our global research study, The Future of Business Citizenship, we surveyed 8,000 young people in 17 countries. Our findings confirm that Millennials have high expectations from business and add an insightful layer to our observations around this generation, with real implications for brands and corporations.
MSLGROUP's global team of corporate and brand citizenship experts dive deep into the results of our study and outline what Millennials value as individuals and what they expect from businesses. The Future of Business Citizenship is part of MSLGROUP's People's Insights project that crowd-sources insights and foresights from MSLGROUP experts.
We hope you enjoy reading this comprehensive report and invite you to share your feedback and tips with us @PeoplesLab or you can reach out to us on Twitter @msl_group.
MSLGROUPs latest survey of 8,000 Millennials across 17 countries reveals that they feel very differently from preceding generations about businesses’ roles in dealing with the world’s greatest challenges.
The term 'differentiate or die' is obsolete. Why? Because there's too much choice and not enough differentiation to go round. That's why marketers today need to stop trying to convince us they're different but instead should focus on activity that's
It’s 2016. Do you know where your employees are? Is your organization aware of what is coming?
We’re living in an era of incredible change, transitioning from an Industrial Era to a Digital Economy, and trying to navigate the largest human capital shift in history.
By 2020 the workforce will be considerably more diverse, mobile and robotic. It will also be younger. In fact, by 2025, 75% of the global workforce will be under the age of 40.
Sarah Sladek’s presentation presents in-depth insight into the trends, behaviors, and expectations of the future workforce and features strategies employers can use now to shape the future to their competitive advantages.
Her presentation fuses humor with hard-hitting facts about the future workforce. She draws from her own research, and also showcases examples of fatal mistakes and tremendous successes in future planning.
Audiences will learn the “FutureFirst” strategy, as well as the chief workforce indicators of change, how to position an organization to be innovative and responsive to these changes, and how to attract top talent and win in the marketplace of the future.
The 'shift change' is underway as the retiring baby boom generation makes way for Generation X. The shift change is the transfer of the retiring baby boomers to the next generation of leaders that will be taking the helm in the next few years. This time what got you here won’t get you there.
The incoming shift will require a new set of skills and tools to continue the work of the prior shift. This time it is different.
Generational issues in the workplace are one of the biggest challenges facing organizations today. This presentation covers the latest research and ideas to successfully lead 4 generations in the workplace. The latest research on the new skills needed in the modern workforce and how leadership has changed. This session will cover the 5C’s of modern talent management – Culture, Career Path, Competencies, Curriculum, Cloud Learning and how these can be used to create a magnetic organization that attracts and retains the best talent. Participants will learn new approaches to engaging the next generation of workers to connect and collaborate in a way that maximizes their discretionary effort.
For more information on "success skills", curriculums development, strategic planning and facilitation visit us online at http://www.blionline.org
2. An exciting generation who’ve come of age in a world where
change is accelerating at an unprecedented pace and who’ve
been influenced by a clash of generational parenting styles.
Welcome to Generation Z, the first ‘connected’ generation
who’ve grown up with high-speed internet, smartphones,
selfies and online shopping.
In other words, the audience your graduate recruitment and
marketing strategy now has to impress, attract and retain.
Gen Z is a unique species:
They’re more digitally savvy and more educated than their
predecessors: they’re on 24/7, and use technology to share
thoughts, gather information and create change.
A NEW BREED
OF EMPLOYEE IS
ENTERING THE
WORKFORCE They want to improve the world:
Well, wouldn’t you? Having grown up post
9/11 and lived through the GFC, they’ve
seen the world can be a scary place.
They are the first global generation:
They expect diversity and equality as
the norm, they’re totally tolerant of
difference, defining family as a group
of people who look after each other,
regardless of race, colour or creed.
What does all this mean for you?
To keep you ahead, we’ve identified five
key traits that will have a big impact on
the way you market your organisation
to Gen Z.
Come and meet your future workforce…
3. • We are prudent, socially aware
and self-starting.
• We’re impatient, take matters into
our own hands. We see a problem
and we want to fix it – seeing no
time to waste.
• Unlike Gen Y, we’re more realistic
about what it takes to achieve
our goals.
• We’d rather be entrepreneurs
than employees.
• We value development and
work/life integration more than
financial reward.
• Develop content that promotes creativity, innovation
and big ideas for your recruitment efforts
• Explain how ownership and accountability works in
your organisation and how they will make a difference
• Provide a clear mandate, encourage their agility and
demonstrate operation of a flattened structure – where
they can contribute early in their careers and be
rewarded in ability.
• Demonstrate continuous learning culture.
• Highlight the flexibility your organisation offers in how
and where graduates can work.
• Show how they can get exposure to a cross-section
of roles and develop the skills to be well-rounded
entrepreneurs.
74%OFUS
WOULDRATHER
WORKFOR
OURSELVES.
72%WANT
TOSTARTOUR
OWNBUSINESS
SOMEDAY.
IN2010,5%OF
UNDER30SWERE
ENTREPRENEURS.
NOWITIS10%.
WHAT THEY
THINK
WHAT YOU
CAN DO
I’M
DOING
IT MY
WAY
1. http://issuu.com/thisisomelet/docs/omelet_intelligence_report_genz
2. Deloitte 2013 Global Entrepreneurship Monitor 2014
4. • To us, success isn’t simply personal
gain and upward mobility, it’s
about self-actualisation and doing
what we love.
• Most of us would love to turn our
hobby into a business and invent
something that will change the
world.
• We’re pragmatic and more results-
driven than previous generations.
• We need to connect the dots
between daily tasks and the long-
term benefit for the company and
society.
• Consistently show them how their
contributions can support the
triple bottom line.
• Highlight how graduate
ambassadors have acted on
problems and the impact they’ve
been able to have.
• Position your organisation as one
that truly believes business can be
a force for good.
I’M FOR PROFIT
AND PURPOSE
WHAT
THEY
THINK
WHAT
YOU
CAN DO
86%OFUS
BELIEVEIT’S
IMPORTANT
THATOUR
WORKMAKESA
POSITIVEIMPACT
ONTHEWORLD
1. 86% claim that it is important that their work makes a positive impact on the world.
Source: Havas Prosumer Citizenship Report 201
2. 37.8 percent hope to “invent something that will change the world.”
Source: http://www.bloombergview.com/articles/2014-06-18/nailing-generation-z
3. Research by Capstrat in 2011 found that 72 percent of millennial’s would be willing to
sacrifice a higher salary for a more fulfilling career.
Source: Capstrat in 2011 (Talent Mandate, pg23)
5. • Innovation is expected. If you
don’t initiate change, we’ll make it
happen ourselves.
• We’re positive, open minded and
creative with technology.
• We believe change can – and
should – come from anyone,
anywhere.
• Show how your organisation
constantly evolves and innovates.
What stories and proof points can
you talk to?
• Ensure key messages are active
and inspiring. Invite them to
influence.
• Demonstrate how graduates will
be exposed to new projects or
roles and how your organisation
embraces change.
I CRAVE
INNOVATION WHAT THEY
THINK
WHAT YOU
CAN DO
WE’RE
IMAGINATIVE
ANDSOLUTIONS
FOCUSSED.
60%OFUS
WANTTOHAVEAN
IMPACTONTHE
WORLDTHROUGH
OURJOB.
60 per cent of Gen Z “want to have an impact on the world” through their job, compared with 39 per cent of Millennials.
Source: http://www.theaustralian.com.au/news/world/selfstarting-socially-aware-sober-meet-generation-z/story-fnb64oi6-1227008679542
6. I
WANT
MY
SAY
• We’re highly aware of social issues
and will get hands-on in changing
what we don’t like.
• We believe in the power of the
individual voice. Watch out any
organisation that tries to pull the
wool over our eyes.
• We want to be heard in executive
meetings and not left out on the
sidelines.
• Highlight initiatives where
graduates have the chance to
voice opinions and be taken
seriously.
• Position your workplace as being
less about hierarchy and more
about ideas and contributions.
• Bring them on-board early with
your mission and vision through
interviews and meet and greets.
• Ensure managers understand
they must prove their honesty
and integrity before they can win
over Gen Z (this generation sees
leadership as a privilege).
WHAT
THEY
THINK
WHAT
YOU
CAN DO
GIVEUSLEADERSWITHSTRONGINTEGRITYANDPROVIDE
ACLEARVISIONFORTHEFUTURE.
7. • 60% of us like to share knowledge
and 55% want to share their
opinion.
• We’re not bound to working
in one place every day. It’s the
quality of your talent we’re
interested in, not your location.
• We know all about the dangers
of privacy and leaving digital
footprints.
• We can’t function without social
media and expect responses to be
immediate.
• Facebook is becoming irrelevant.
25 per cent of us in the US
abandoned it this year.
• Make your content “snackable” –
small bites consumed at a glance
and shareable across platforms.
• Develop a wide range of video
content and embrace them
as curators within your online
comms strategy.
• Facilitate sharing (through use of
#) but also listen and respond to
create a community.
• Be flexible about where and how
they work.
• Give them the tech and let them
connect so they can form strong
relationships.
WE’RE
8-SECOND
CONSUMERS
AND
32%OFUS
ABANDON
ASITE
BETWEEN
ONEANDFIVE
SECONDS.3OUTOF5OFUS
ATCOLLEGEBELIEVEWE
HAVEARIGHTTOWORK
REMOTELYANDWITHA
FLEXIBLESCHEDULE
I ONLY SPEAK
DIGITAL
WHAT
THEY
THINK
WHAT
YOU
CAN DO
We’re 8-second consumers and 32% of us abandon a site between one and five seconds
Source: Havas WW, Marketing to Gen Z
60% of us like to share knowledge and 55% want to share their opinion.
Source: Havas WW, Marketing to Gen Z
3 out of 5 college students surveyed by Cisco said they have a right to work remotely and
with a flexible schedule
Source: (Talent Mandate, pg23)
Gen Z, increasingly regards Facebook as irrelevant. In the US, according to digital surveys,
25 per cent of 13 -17 year olds have quit the megalithic media site this year alone.
Source: Generation Next, The Age Good Weekend, August 2014
8. SO
NOW
YOU
KNOW
Gen Zer’s are interested in much
more than rewards and benefits.
They still matter of course, but
culture is increasingly a factor
in whether talent will join, stay
or go. Understanding how you
position and sell your culture is the
challenge.
OURBESTTIP?
Educate your hiring managers to
share with grads just who they’ll be
working with.
REMEMBER
Don’t just tell them Penny is an
analyst. Tell them she’s an analyst
who’s worked for 3 blue-chip
companies prior to yours and is
passionate about yoga, Italian
cooking and has a degree in
psychology.
That’s how to talk to Gen Z about
diversity. Not by showcasing stats
in your company report!
For more intel and inspiration on Gen Z or your other
communication needs, contact Kate Griffiths:
03 9426 5399
kate.griffiths@havaspeople.com
9. 03 9426 5399 I havaspeople.com.au I Level 1, 132B Gwynne Street, Richmond, Victoria 3121