Schechter Reed’s Post

According to a 2020 study, Gen Z workers will stay in a job for an average of 20 months— I think they may be ahead of the new project-basis employment model. Between the booming #SkillsFirst (decentering college degrees) hiring method and the rise of #fractional and contracting as the new model of employment in the job market, as a zillennial (Gen Z & millennial), we were taught to craft our personal employee brand by giving priority to education, years of experience, skills, and then passions (in that order). However, it appears that the rules are being rewritten for the next generation of employees, leaving early career employees with a bitter taste and diminished optimism. The shifting dynamics of the job market with the growing influence of #SkillsFirst and the prevalence of #fractional employment, I can't help but wonder: How do you see the redefined rules for building a personal employee brand impacting the aspirations and prospects of the next generation? Share your thoughts on the evolving landscape. Has it impacted your career journey? #ZillennialPerspectives #SkillsFirstHiring #JobMarketShift

Graduation season illuminates not just a new batch of talent but also the evolving dynamics of the workforce. The class of 2024 arrives seeking more than just a paycheck; they crave stability in an uncertain world and meaning in their work. Their shift away from tech behemoths towards legacy companies and government roles signals a desire for purpose-driven careers over flashy perks. This generation values employer reputation and transparency, leveraging reviews and salary disclosures to make informed decisions. In embracing hybrid work models, they seek the best of both worlds: the flexibility of remote work coupled with the collaboration and camaraderie of the office. As employers adapt to meet these evolving expectations, they must recognize that attracting and retaining top talent requires more than just competitive salaries—it demands a commitment to values, transparency, and flexibility. #futureofwork #graduateinsights #careertrends #employerexpectations #hybridwork #jobsearch #linkedcorp

🎓 Here is what you can expect from 2024 grads! 🎓 PRIORITIES: 🌟 Alignment with beliefs, values, growth, and solid reputations. 🌟 Stability > perks (COVID influenced their college/career needs). 🌟 Transparent salary information and positive political stances. 🌟 Hybrid work models > fully remote or fully in office. 🌟 In-person interactions for relationship building and avoiding isolation. JOB TRENDS: 🌟 Increased interest in government roles (why = values & stabiltiy). 🌟 Declining interest in big tech companies (why = stability & values). 🌟 Rise in applications to legacy companies with stable reputations. #hiringtrends #recruiter #management #leadership #growth #youngprofessionals #risingprofessional #hybrid #values #beliefs #tech #government #culture #reputation #reputationmanagement #pr #bigtech #corporate #stability #safety #skills #nowhiring #newgrads #collegegrad #earlycareer

Check out the best employers list for new grads in the Forbes article below. #careermanagement #career #successbydesign

Did you know that by 2025, Gen Z is expected to make up 27% of the workforce?! As the workforce welcomes a wave of new talent from college grads and Gen Z, it's time for companies to rethink their recruiting strategies. https://lnkd.in/gA5x7ttj #GenZ #RecruitmentStrategy

After complaining that Gen Z grads are difficult to work with for the best part of two years, bosses are no longer all talk, no action—now they’re rapidly firing young workers who aren’t up to scratch just months after hiring them. According to a new report, six in 10 employers say they have already sacked some of the Gen Z workers they hired fresh out of college earlier this year. Intelligent.com, a platform dedicated to helping young professionals navigate the future of work, surveyed nearly 1,000 U.S. leaders. It found that the class of 2024’s shortcomings will impact future grads.https://https://lnkd.in/gv2WPyyC

Did you know that almost four in 10 managers avoid hiring recent college graduates because they believe they are unprepared for professional life? I might be stating the obvious, but omitting an entire generation is not a way to build a robust talent pipeline! Every generation faces its own set of stereotypes. Remember ours? 🧑🎤 Gen Xers: We were once called “slackers” and “whiners" who were "skeptical of traditional corporate structures." 🌱 Millennials: Often tagged as “entitled” "and “job hoppers.” 💡 Yet, we’ve seen how these labels rarely capture the full picture of our capabilities and contributions. Let's change this narrative by providing support and mentorship to our newest members of the workforce. Together, we can help bridge the gap between student life and the real world. #SupportRecentGrads #ProfessionalDevelopment #TalentPipeline #Mentorship 🎓🌟 https://lnkd.in/gdGxTfRi

❓ Is firing Gen Z really a sustainable solution? It’s no secret that many employers are struggling with Gen Z graduates, citing issues like lack of motivation, professionalism, and preparedness. But firing young talent won’t solve these challenges, especially when we need their innovation and tech-savviness in the workforce. What if we try to develop young talent instead? 🎯 Implement structured development programs to build essential soft skills. 🎯 Provide regular feedback to encourage growth and accountability. 🎯 Foster a culture that supports initiative and adaptability. These are just a few ideas, what others would you add? Gen Z is the future of our workforce, and we should invest in their potential to unlock long-term success, not sideline them early. #GenZ #EarlyCareers #TalentDevelopment #WorkforceStrategy #FutureOfWork

Why Some Employers Hesitate to Hire 2024 Grads As the Class of 2024 enters the job market, they face unique challenges. After a disrupted education experience and ongoing economic uncertainties, employers have some concerns: 1. Pandemic Disruptions: Online learning may have impacted the quality of education. 2. Workplace Readiness: New grads often require significant training. 3. Reputation and Fit: 45% of hiring managers say Gen Z is the hardest to manage. 4. Economic Uncertainty: Employers plan to hire 5.8% fewer grads due to economic factors. Despite these concerns, 2024 grads bring resilience and fresh perspectives. Employers investing in mentorship can unlock their potential! Are you planning to hire any 2024 grads? Tell us about your experience with Gen Z hires. https://ow.ly/5MTN50SEHjL #GenZTalent #NewGrads #EmploymentTrends #WorkforceChallenges #GraduateHiring

Understanding Gen Z and what motivates them will help employers seeking to attract and retain this emerging workforce. Gen Z'ers exhibit several distinct characteristics that influence their career choices: they are tech savvy, purpose driven, flexible and adaptable. Discover more: https://hubs.li/Q02BWQy_0