MeckEd’s Post

The data is in: Gen Z is the ‘Job Hopping Generation.’  Here’s the data: They’ve held twice as many jobs in their first four years after college as Gen X and are jumping from one job to another faster than Millennials.  So, how is a founder supposed to catch a Gen Z job hopper and retain them for longer than their first year?   The key is to focus on developing clear career pathways that extend beyond management positions. Our study shows that Gen Z is far less interested in going down the traditional managerial route than Gen X or Y, so dangling the ‘managerial carrot’ won’t be enough to keep them loyal. Instead, focus on elevating the appeal of your work environment and nurturing individual skills. – Implement a 10% time program to inspire Gen Z employees to explore new ways to grow and contribute to the company beyond their regular job duties. – Properly staff your team so new recruits can focus on growing in their role, not putting out fires in other departments. – Emphasize remote and flexible work as a key selling point during recruitment.  Interested in finding out more about the other tech employee trends shaping the industry, including the growth of an AI-vy League? Check out this report: https://lnkd.in/gkxxngQ3 #recruitment #hiring

𝗘𝗻𝗴𝗮𝗴𝗲𝗱 𝗜𝗻𝘀𝗶𝗴𝗵𝘁 Have you heard anyone say that lately in passing conversation? Or maybe you’ve even said it yourself? You’re trying to hire. You have good roles available. It was never a problem to find someone before. Perhaps you find yourself looking at the youngest workers out there – people whom you believe could effortlessly fit into one of your entry-level roles. It could be customer service on the front line, or physical or manual labour, the kinds of jobs that don’t require specific education to walk into. Who wouldn’t want such an opportunity, you ask? This is an easy time to walk right through your wide-open door! #genz #generationsintheworkplace #insight #Engaged

Stop Overlooking Experienced Talent - It's Time for Age-Inclusive Hiring As someone who's deeply passionate about building winning teams, I've got to be honest - I see way too much age bias creeping into the hiring process. It's high time we challenge these outdated stereotypes and start creating equitable opportunities for candidates of all ages. Look, we all know that experienced professionals have much to offer. Their wisdom, industry knowledge, and well-honed skills can be game-changers. But somehow, some of us still find ourselves gravitating toward the "digital natives" and "recent grads." It's got to stop. If we really want to build diverse, high-performing organizations, we need to get serious about age inclusivity. Here are 3 ways to make it happen: Edit your job postings and pipelines for any age-coded language. Words like "tech-savvy" or "go-getter" can send the wrong message. Revise those descriptions to focus on required skills, not generational stereotypes. Offer flexible work arrangements. Many experienced professionals are looking for part-time, remote, or phased retirement options. Accommodating their needs shows you value their contributions, no matter what stage of life they're in. Implement reverse mentoring. Pair younger employees with veteran team members to foster knowledge-sharing and break down those generational divides. Everyone wins when we create opportunities to learn from each other. Age diversity strengthens company culture, boosts innovation, and delivers better business results. So let's lead the charge on age-inclusive hiring, shall we? #AgeInclusion #AgeDiversity #DiversityMatters #FutureofWork #JobSearch #RecruitmentStrategy #AntoniasCareerTips #CareerCoaching

Here is some insight on the generational shift in the workplace. "There will be more Gen Z individuals in the U.S. workplace than baby boomers by the end of this year, according to analysis by Glassdoor." Gen Z is bringing AI skills and an entrepreneurial spirit. They seek a strong organizational culture, in addition to pay, upward mobility, and work/life balance. What can organizations do to attract and retain Gen Z? 1. Look at your brand and value proposition. 2. Consider modifying your communication strategy to connect with Gen Z. 3. Discuss career aspirations and skill-building/training resources throughout the employee journey. #recruitingstrategies #retentionstrategies

A new survey from Intelligent.com suggests that some companies feel Gen Z is not quite ready for the workforce. However, despite the challenges, it’s exciting to see how Gen Z is shaping the future of work. ✨ First came a few meetings, fewer emails, and a sprinkle of emojis and voice notes, and then we entered the world of 'lazy girl jobs', 'mouse jiggling', and 'conscious unbossing'! 😂 But wait, there’s more! The latest trends include ‘personality hires,’ ‘quiet vacationing,’ and ‘job crafting.’ Pun aside, every generation thinks the young are worse than them. It’s only normal; a decade ago, we were calling Millennials 'entitled and lazy'. So, unless the older generations are planning a coup, it’s best to accept that Gen Z is the future of work. They'll comprise 25% of the workforce in a few years. It’s not about changing who you are; it’s about adapting. 💼✨ And let's not forget the TikToking of these Gen Z trends! 🎥✨ A few that I have seen: Quiet Quitting: Doing the bare minimum required by the job. Became popular around 2021. Conscious Unbossing: Choosing not to be a manager due to the high stress and low pay raise relative to the increase in responsibilities that would likely come with the promotion. Emerged around the same time. Mouse Jiggling: Faking work activity. Emerged during the pandemic. Lazy Girl Jobs: Seeking remote roles that pay decently, minimize coworker interaction, and allow flexibility for other life activities, which are often seen as more important than work! (Such jobs are not just for women.) Anti-Hustle: Working when you like, where you like, and how you like. Personality Hire: Hiring for vibes rather than skills. Very popular since 2022. Quiet Vacationing: Going on vacation without telling anyone at work, while also pretending to work. A relatively newer trend. Job Crafting: Customizing roles and responsibilities to better fit one’s interests and preferences. The latest of all of these trends. #GenZ #WorkplaceTrends #FutureOfWork #EmbraceTheChange

Hiring Mistakes #12 of 13: Not hiring candidates in Their 50s + vs. in their 20s or 30s? Experience. Reliability. Commitment. Candidates in their 50s+ bring decades of expertise and problem-solving skills. They're often looking to spend their last 5-15 years with one company, providing long-term stability and loyalty. Contrast this with Millennials, who, on average, only stay about 1/2 as long as Gen Xers. While younger candidates may bring a lot of energy, seasoned professionals add depth, leadership, and a wealth of knowledge that every business needs. Don't overlook experience—it could be your company’s best investment.

Generation Z, the demographic following Millennials, often seeks different qualities in a career compared to previous generations. Here are some key aspects that Gen Z tends to prioritize: 📌 Purpose: Gen Z values meaningful work and seeks job roles that align with their personal values and beliefs. 📌 Flexibility: Flexibility in work arrangements, such as remote work options and flexible hours, is highly valued by Gen Z. 📌 Career Development: Gen Z is ambitious and eager to advance in their careers. They prioritize opportunities for learning, skill development, and career advancement. 📌 Diversity and Inclusion: They value workplaces that foster diversity, equity, and inclusion, and they seek environments where they feel respected and valued for their unique identities. 📌 Technology: They are attracted to companies that leverage cutting-edge technologies and offer opportunities to work on innovative projects. 📌 Workplace Culture: A positive workplace culture is essential for Gen Z. They prioritize workplaces that foster collaboration, teamwork, and open communication. 📌 Financial Stability: While Gen Z values meaningful work and work-life balance, they also prioritize financial stability and competitive compensation. Employers who understand and cater to these preferences are more likely to attract and retain top Gen Z talent. #genz #generationz #newcareer #newjob #hiring #Hiringgenz #innovation #careerbuilding #hiringmanager #hr #hrmanager

I think criticism of the work habits of Gen Z are overblown. We could find similar criticisms of Millennials, Gen X, and Boomers over the past 50 years. The Boomers who entered the workforce in the late 1960’s and early 1970’s were criticized for their grooming habits. Gen Xer’s were criticized for being self absorbed and emotionally fragile. No generation has emerged into the workforce with organization or professional office strengths. Internships help some, but many of us didn’t get those. Employers share the blame as drives towards greater efficiency have led to cutbacks in training and mentorship. I know that many of the clients and associates I train virtually are participating from cubicles in open plan offices where it’s difficult to concentrate and participate. As a Boomer, one area that I didn’t have to be concerned about was an office dress code. Professional business attire was standard, and business casual Fridays didn’t show up for almost 15 years. The CPA firms I interviewed with offered loans so that incoming cohorts could get a head start on building a professional wardrobe. I the past 20 years was the most rapid change as the transition from professional business attire to business casual then moved into purely casual, and the definitions are broad and loosely defined. I’ll expect to see a similar article about the new Gen Alphas in about 15 years. https://lnkd.in/gH4q-Qif

🚀 Gen Z and the New Norm of Job-Hopping: What Does It Mean for Us? Reflecting on my early career, I was part of a generation that held onto jobs for as long as possible. I believed loyalty to a single employer was the hallmark of a successful career. Fast forward to today, and things look quite different! A recent 2023 study from ResumeLab reveals that 83% of Gen Z workers identify as "job-hoppers," and only a third believe they’ll stay with their current employer for more than two years. This shift isn’t just a generational quirk; it’s a reflection of changing socioeconomic conditions and evolving workplace expectations. What’s driving this shift? In a time when opportunities are abundant and career paths are more dynamic, Gen Z is seeking more than just a paycheck. They want growth, alignment with company values, and meaningful work. This is the future of work! 👉 Here’s the mindset shift we need to adopt: Job-hopping is no longer a red flag! It’s a reflection of evolving workplace expectations and dynamic career paths. Instead of resisting it, we need to adapt. Our goal should not be to fight this trend but to create a work environment where employees feel engaged and valued, whether they stay for one year or five (or the next 25 years)! 👥 Instead of worrying about retention, here's what recruiters can do: 🔑 Transparency is Key: Be upfront about your company culture and values. No one benefits from overselling – honesty builds trust. ⚖️ It’s a Win-Win Situation: Employers need employees just as much as employees need employers. Let’s create a balanced relationship. 📈 Promote Development: Offer opportunities for learning and advancement to keep employees engaged. 🤝 Build a Strong Culture: A workplace where employees feel a sense of belonging is less likely to see high turnover. By embracing these strategies, we can create workplaces that not only attract Gen Z but also keep them engaged and motivated. 💬 Your thoughts? #FutureOfWork #Retention #WorkplaceCulture #GenZ

My takeaways from the article I am sharing today - most of them based on surveys conducted in the USA, but very close to the discussions I have in Greece with employers and HR professionals: 1. Gen Z feels they're unfairly stereotyped by employers Although the top three words that employers used to describe Gen Zer's were positive attributes: tech-savvy, socially conscious, and diverse, the least chosen responses were "committed to their careers" and "hard-working," and some employers opted to write in their responses, using unfavorable characteristics, such as "entitled" and "rude.". 2. Gen Zers have a dream job It is important to support them in pursuing that and developing the skills they will need. Gen Zers themselves are determined: they are pursuing a variety of professional development initiatives outside of earning traditional college degrees, including getting new certifications (31.4 percent), taking online courses (29.2 percent), and attending webinars, conferences, seminars, and other educational events in their industry (21.5 percent) 3. Gen Z values people over technology in their ideal role In a survey presented in the article, the 82.4 percent of Gen Zers want to work in person or on site at least some of the time (55.8 percent seek entirely in-person jobs, and 26.6 percent desire hybrid arrangements), disproving assumptions that this generation of "Zoomers" is predominantly interested in remote work. 4. Employers' unrealistic expectations and Gen Z's poor soft skills Employers should reexamine their job requirements, determining which are must-haves and which employees can learn on the job or through upskilling initiatives. And yes, Gen Z's manners and mindsets are different to Boomers' GenX's (hello, everyone!) and Millenials. And (not but) we have to work together and that is a good thing, for all the diversity it brings to our workplace! #leadershipdevelopment #diversity #leadershipcoaching #genZ #Conflictmanagement