Recruiting the workforce of the future

Gillian Bray, HR Manager for CHP Consulting, says what you thought you knew about your ideal candidates is about to change.

Gillian Bray

Gillian Bray

HR Manager at CHP Consulting
Gillian Bray is HR Manager for CHP Consulting.
Gillian Bray

Latest posts by Gillian Bray (see all)

Introduction from Editor Peter Thomas

The Foundation has just launched the European HR Professionals Network for Leasing and Asset Finance. The network is a forum to discuss the future of the leasing and asset finance industry from an HR professional's standpoint. The network will draw together HR professionals in the industry from across Europe to share best practice, debate current issues and address challenges around themes including recruiting the workforce of the future, developing the future workplace and future organisational challenges for HR professionals.

You can join the discussion over on our LinkedIn Group where we'll posting articles and discussions relevant to HR professionals in the industry.

In this article, Gillian Bray, HR Manager for CHP Consulting, says what you thought you knew about your ideal candidates is about to change.

Who should be interested in this?
Human resources professionals in leasing and asset finance.


Recruiting the workforce of the future

Those involved in recruitment, particularly graduate recruitment, will know that in order to engage properly with your ideal candidate pool, you need to know and understand them. But what you thought you knew about your ideal candidates is about to change.
A new breed of graduate will soon be entering the market. Move over Generation Y and the Millennials, because Generation Z – the digital generation – is on its way. Born between 1995 and 2010, the children of Generation Z have been plugged into technology since they were old enough to utter the word “apple”. With the economy in a much better place than when they were kids, we are already witnessing the usual bun-fight for these graduates; McKinsey’s so-called “war for talent” continues in the second half of this decade.So what’s different about these bright young things? Apparently not happy with a typical career path, they want to be leaders and entrepreneurs from the outset. If companies are looking to recruit these graduates – the best of the best – they must learn how to keep them motivated and interested long enough to actually pick up the knowledge and skills necessary to set them on that path. Retention, often used as a marker for the happiness or health of a company, could become a real issue.There is general agreement right now that while money is important; it is not always the strongest motivator. This will be true, even more so, for Generation Z. What they will look for is meaningful work that gives them a chance to turn a passion into a career; where previous generations might have been attracted to a company offering private healthcare and free gym membership, Generation Z would rather work for an organisation that is aligned with their own morals and values.Generation Z doesn’t lack ambition. According to a study by New York-based marketing agency Sparks & Honey, 37.8% hope to invent something that will change the world. Growing up in a globally connected world – but a world nonetheless rocked by terrorism, poverty and war – has developed a sympathetic drive that sees them want to change society for the better. Companies with a serious dedication to Corporate Social Responsibility and who genuinely give something back, to their local community or causes further afield, will fare better in the battle to attract these candidates.The way Generation Z communicates is different even to that of the Millennials. Facebook doesn’t have the appeal it once did and rather than Googling how something should be done and then reading about it, Generation Z prefers to watch a demonstration on YouTube. They also prefer SnapChat to text, which leaves no trace of their communication and is seen as more private. We as recruiters need to know this and understand it. Having a recruitment policy based around a few static adverts in the graduate press has been insufficient for many years. An online presence has become a necessity, but even our interactions with social media will have to change in the near future. We need to know where our target audience are and how they want us to interact with them.

Once we actually get to speak to them in person (which will obviously come after their initial video interview), it will be interesting to see how they perform. Much of their communication is carried out on devices that don’t incorporate conversational interaction with others, so there could be a lack of interpersonal skills; unless of course they are selfie and video fanatics who are well used to performing in front of an audience.

Finally, they may see working in the office from 9am till 5pm as stifling and unnecessary. They have the means and ability to work from anywhere, so why not? Let’s just hope the rest of their team agree.

Love them or hate them, Generation Z is a valuable commodity, and they’re coming to an office near you soon. Be sure you’re ready for them!

CC BY 4.0 Recruiting the workforce of the future by Gillian Bray is licensed under a Creative Commons Attribution 4.0 International License.