New
Generations
Our vision
Our core values are Energy, Pure, Inspire, and Connect. To permanently embed these values in our organization, we must adapt to the new generations. We need to understand what motivates them and how we should tailor our policies to them. And that starts with paying attention and listening...
Much has been written about the challenges new generations bring. Stories about high salaries and limited working hours. It's good to focus on the opportunities they also bring. This way, feedback is valued more. Generation Z, in particular, wants to learn and grow. Put it to work!
Claire Birkhoff
Chief People Officer
D&B The Facility Group
Claire
Staying young
The new generation of Millennials (1988-1995) and the subsequent Generation Z (1996-2015) differ so much in behavior and preferences from older generations that they require a completely new approach to recruitment and retention. This denial and neglect leads to an aging population and disadvantage. We believe that paying attention to deeper desires and needs is crucial in this regard.
That's
typical
There are many similarities between Millennials and Generation Z. Both value authenticity and sustainability. They are both realistic and pragmatic. Yet, there are also many small and significant differences. So, just when you thought you had a good connection with the Millennial, you have to adjust your sails again. Millennials are brand loyal and ambassadors, while Gen Z is more suspicious and independent. They therefore identify more with a group than with a brand. While Millennials are primarily focused on experiences, Gen Z navigates more towards smart and sound long-term investments. This makes sense, as they grew up in a time of less prosperity...
Challenge
accepted
So we're dealing with two critical generations. A Millennial values experience over a generous salary. And Gen Z seeks security and a good salary. Both are tech-savvy and have a strong need for digital innovation. What can you do with this as an employer? How wide is the gap, and how quickly can you close it?
Ready?
Set. Go!
So it's time to finally flesh out your sustainability proposition. Revamp your secondary employment benefits. Provide the recruitment department with authentic stories. And establish a party committee that constantly organizes activities. Be yourself as a company, but don't forget to communicate this honestly. That's where you've made the first move.
That's
why
The above explains why we've formulated a vision on topics like sustainability, flexibility, innovation, the war for talent, and experience. In this regard, the recruitment department is essentially whispering to us. The new generations are encouraging (no: forcing) us to consider issues we previously considered self-evident, less important, or even superfluous.
As Recruitment Manager, I'm responsible for recruiting talent for all our labels. While the profiles vary enormously, the biggest challenges are the same for every service, and certainly related to the characteristics of the new generations. That's perfectly fine. As long as I'm given the freedom to respond to these needs. And I am.
Mirjam Deijkers - Houthoff
Recruitment Manager
D&B The Facility Group
Mirjam
Related
Highlights
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