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How Your Company Can Attract Gen Z

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The introduction of Gen Z to the job market changes the game. This generation is substantially different from Millennials. They have distinctive expectations, preferences, and goals when it comes to the workplace and their careers. Your company needs to understand what this generation wants to attract Gen Z job seekers to your company effectively. Here are four things you must know to add this generation to your workforce.

An Entrepreneurial Culture

Gen Z workers desire a more professional work environment, similar to what Boomers wanted when they entered the workforce. Gen Z wants a culture with a strong sense of community and an even stronger sense of job stability. Just about 50 percent of this generation wants to start their own business, so attracting them to your company will require the allowance of major autonomy and creativity in their role.

Dollar Signs

Gen Z craves money more than their Millennial counterpart. Studies have shown that dollar signs drive Gen Z workers. In fact, the top three things they want out of a job are excellent health insurance, a competitive salary, and a respectable boss. This generation craves working late nights, utilizing their entrepreneurial spirit to drive company-wide innovation, and trying out multiple roles within a company to find where they can have the most significant impact and make the most money.

A Strong Digital Presence 

Gen Zers are incredibly tech-savvy, and they expect your company to be as well! They have an in-depth understanding of technology and what it offers, meaning they are not easily impressed. It takes them just eight seconds to decide if a piece of online content is worth their connection, and yes, this includes job postings. So, ensure that your social media presence, advertisements, job board, and everything in between are spot on to capture this generation’s attention!

A Fast-Paced Environment

Gen Z doesn’t wait for anyone. They have little patience outside ‘the now;’ They rely on instant gratification in their careers. To keep up, make sure your hiring process is smooth and efficient because they will not wait around to hear from you. They live for a fast-paced environment, so it’s up to you to offer them that, from the initial hiring process and throughout their career.

Team Up with A Recruiter

Don’t miss out on the best Gen Z candidates in the market. Make sure that your hiring process is dialed-in, your company offers job security, and you are in touch with the current technology. Understanding what this generation wants will ensure that your company will be successful in the years to come. If you’re looking to attract Gen Z professionals to your team, you’re not alone. Get a leg up on your competition by partnering with a recruiter from Johnson Service Group! We will help you build the team you need to ensure generational success.

Partner with a Recruiter

Five Industries Hiring New Grads During the Pandemic

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The Coronavirus is affecting everyone, from how we work to how we play. Yet, for new grads, it’s transforming even more than that; it’s changing the next exciting post-college chapter. The pandemic has delayed and abruptly canceled post-graduation trips, senior year events, athletic seasons, and, on top of all of that, it has changed the job search. Some companies are still hiring while others are on a hiring-freeze, so landing a job right out of college may be more complicated than it appeared to be at the beginning of the year.

While the post-graduation unknown can get you down, the most important thing to do is not panic. You are not alone; students everywhere are facing the same adversity as you. But, if you want a job right out of college, you might have to alter your career path slightly. Plenty of job opportunities still exist, and while it might not be exactly what you thought you’d be doing, it’s a great way to gain invaluable experience, hone some new skills, make a living, and get your foot in the door. So many industries are still hiring, and some are even kicking their hiring up a notch. Here are five industries that are hiring new grads during the pandemic.

Information Technology

It’s no surprise that IT is hiring right now. The information technology space, including software engineering, hardware engineering, and tech support, are hiring like crazy with the increased reliance on remote work. During the pandemic, many companies have been struggling to convert and support the technological needs of their remote teams. As a result, thousands of employers are adding IT Professionals to their teams.

E-Commerce

Online shopping and shipping/delivery companies are more prominent now than ever, with millions of Americans staying home in quarantine. E-commerce sites are booming as more shoppers purchase everyday items online to safely remain at home. In fact, transaction volume has seen a 74 percent increase! This growth expects to continue throughout the pandemic in all aspects of e-commerce, from home products to groceries. And as a result of exploding online sales, fulfillment and delivery jobs are soaring. For example, Amazon is looking to hire of 175,000 new workers globally to keep up with demand.

Grocery Stores

Grocery stores were deemed an essential business during quarantine, and they definitely need a helping hand. These stores around the world have experienced a massive increase in hiring. Large companies have claimed they are hiring more than 800,000 employees during this time, and that’s not even taking into account local stores and other large companies that have not released numbers. This is an excellent opportunity to get some experience to gain substantial customer service experience in high-pressure situations.

Online Learning/ Tutoring

If you are receiving an education degree, this might be an excellent opportunity to expand your skills to the online market. Getting a job at an online learning studio or tutoring company will make a difference while students are unable to attend school. Shifting your career path toward online tutoring during this time illustrates your passion for teaching and helping others, even during times of agony.

Healthcare

Healthcare is one of the largest industries hiring during the pandemic. These professionals are absolutely essential to combating this crisis. Forbes claims that “healthcare-related workers are in the most demand with the highest level of job openings on the professional networking platform.” Moreover, the job in the highest demand right now is a registered nurse (RN), according to Glassdoor. So, if you are graduating from med school or a nursing program, now is a great time to be thrown into the field because you will get once in a lifetime healthcare experience while doing your part to help others during COVID-19.

Put your skills to good use

There are dozens of industries hiring during the pandemic, more than you may think. Being a new grad in this situation can be tough to navigate, but the route of your career path is not always straight and may experience quite a few bumps and turns. If you remain flexible and patient, you will come out of this pandemic more hirable than before. You can gain skills employers are looking for, like adaptability; so, hone some of these skills by utilizing your talent in unexpected industries.

How To Leverage Your Athletic Background To Land A Job

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Most athletes know that sports are about so much more than winning. When you participate in athletics, you acquire essential life skills and build relationships that last a lifetime. Being an athlete is part of who you are long after you are actively involved in a sport. However, have you ever considered how it can help you land a job? These are three areas in which having an athletic background can actually give you a huge advantage:

Networking

Your athletic background is a great way to meet people that can help advance your career. Often, it allows you to find common ground when connecting with others. You can network with professionals that played sports in college, whether that’s the same sport or different. Additionally, you can find an even deeper connection if you both played sports for the same university. Typically, in this situation, people will feel a deeper level of familiarity and relatability because they understand what it’s like to compete for the same team. They have been in your shoes, literally and figuratively! Find these networks by exploring the large number of groups on LinkedIn and Facebook that are made just for former and current athletes.  

Applicable Skills 

Participating in athletics requires many of the same skills that apply to the professional world. There is a great deal of cross over between the soft skills of athletes and the soft skills that hiring managers are looking for in candidates. Some applicable workplace skills that are acquired by being an athlete include:  

  • Dedication
  • Time Management
  • Grit
  • Commitment
  • Discipline
  • Collaboration 
  • Drive

Discussion Points

Due to your athletic background, you are bound to have plenty of stories of failure and success. These anecdotes can be a great way to demonstrate your growth and education. Focus on examples of your leadership and team-building skills when thinking of sports-related stories you can leverage to answer any interview question. Arrive at your interview armed with examples of persevering against all the odds, performance under pressure, and long-term commitments to which you stayed true. 

Your athletic experience can be a great selling point for you as a candidate.  Utilize your background and lessons learned to connect with hiring managers, impress during your interview, and show your true self throughout the hiring process.

Should Employers Offer Mental Health Days?

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The topic of mental health in the workplace is gaining in popularity, especially with the younger generations. According to a recent study, 91% of Gen Z and 85% of Millennials believe employers should have a mental health work policy in place. This brings up a controversial question: should employers offer mental health days? Here’s the scoop on mental health days and how they can be key to attracting younger job seekers to your company. 

Up and coming generations were often accommodated for their mental health conditions in school settings — extra time for testing, specialized testing environments to help with concentration, etc. As a result, they are more comfortable discussing it in the workplace. About 78% of younger workers believe it’s important to openly discuss mental health in the workplace. Consequently, employers are struggling to accommodate these needs. 

So, what can your team do to support the mental well-being of your staff members? Here are a couple of suggestions: 

Encourage your staff to use their sick days 

A few years ago, Madalyn Parker went viral for sending an email to her team, telling them that she was taking a few days off work to “focus on her mental health.” Subsequently, the company’s CEO was very supportive of her. Parker’s email is an excellent example of an employer being flexible and allowing their team to use “sick” time to recharge and focus on her health. 

Don’t shy away from conversations 

If one of your employees approaches you and wants to talk about their mental health, don’t brush them aside. Hear them out and see if there is anything you can do to help. Additionally, try to consistently invite open conversations about mental well-being. The worst thing you can do is create an environment of distrust. Employees need to feel comfortable discussing their well-being with their manager or HR. This is an essential step to creating a positive employee experience.  

A few small changes are all it takes 

The bottom line is that the younger generation is taking their mental health seriously. And as a result, employers must be more supportive in the workplace. You might be surprised at how much an open mind and a few quick adjustments to your company culture can create a more positive work environment. 

Younger Workers May Not Like Job Hopping After All

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Millennials and their younger Gen Z counterparts are often misunderstood in the workplace. One of the biggest myths about the younger generations is that they’re notorious for job hopping. Many employers are skeptical about hiring younger workers because they think younger workers don’t want to stick around. However, a new survey from Zapier is busting this myth and touts that these generations are more loyal than employers think.

Younger workers care about longevity

According to Zapier’s survey, more than half of Millennial workers (ages 24-39) are managers and plan on staying at their current job for up to 10 years. And Gen Z workers (ages 18-23) plan to stay with their current employer for an average of six years. Additionally, these two generations are serious about their professional reputation. 65 % of Gen Z workers and 73% of Millennial workers believe that their job is a crucial component of their personal identity.

Now, there are plenty of studies that say differently. Millennials are often labeled as job hoppers, and a huge reason for their lack of longevity is to pursue better, more lucrative opportunities. Another survey illustrated that 75% of Millennials bolstered their career by leaving their jobs. However, these findings are interesting because the Zapier survey also reveals that 16% of the younger working generation have quit a job because their employer did not provide the proper technology for them to do their job. So, based on these two studies, younger workers may not want to leave their jobs if they are given the tools to succeed.

How to discourage job hopping

This all ties back into employee experience, which we discussed in detail not too long ago. Basically, this is how employers can change their workplace and culture to encourage the younger generation to stay longer:

  • Offer a more flexible workplace and environment for your staff
  • Invest in your employees and ensure they have the tools needed to be successful
  • Allow them to learn and grow within your organization

These may sound like simple “fixes,” but adding these to your workplace will help encourage your younger workers to join your team and stay. And that’s important as Millennials will account for 75% of the total workforce by 2025.

We can help you attract younger talent

Your organization is probably having a difficult time attracting workers in this tight labor market. If your team needs to add talent in 2020, reach out to one of our expert recruiters today. We have a dedicated team of recruiting professionals across North America that are ready to help you grow your team. Reach out to us today!

Employee Experience Matters in 2020

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The new decade is triggering significant shifts in how we approach recruiting. LinkedIn recently surveyed talent professionals from 35 different countries to understand the lay of the land for talent acquisition. The most significant recruiting trend to watch is employee experience. But what is employee experience, and how do employers improve it to attract top talent better? Let’s break it down to understand this trend.

What is employee experience?

Employee experience is essentially the relationship between an employee and an employer. As the talent market continues to tighten, employers need to change how they view their employees. There must be a shift in mindset so that employers start to understand that their company works for their employees – not the other way around.

According to the LinkedIn survey, 94% of talent professionals believe that employee experience will be crucial for recruiting in 2020. This is both beneficial for employees and employers as 77% of surveyed talent professionals believe better employee experience results in improved retention rates. Better retention rates save employers time and costly expenses related to recruiting.

How can you improve your team’s experience?

There is really no one way to improve employee experience. However, your team can implement small changes that will have an overall positive effect on your employees. Here are a few examples:

Flexible workplace

Remote work is becoming more popular as new technologies make it easier to work offsite. It’s incredibly easy to work remotely while keeping in close communication with your team. An easy way to transition into this is to offer your employees periodic days to work from home. Whether that’s once a week or after achieving a certain production goal, adding flexibility to the workplace is a great way to boost your employee experience.

Invest in your team

Another great way to improve your employee experience is to invest in your team. Acquire the necessary tools your team needs to be successful. The fewer barriers keeping your team from getting their jobs done, the more satisfied they’ll be. Additionally, ensure that you are adequately taking care of your employees, so they don’t have to worry about their well-being. Offer competitive wages, benefits, and other perks that will encourage them to work hard and stay at your organization. It’s your talent that helps your company be successful, so you must take care of them!

Celebrate your successes

Celebrate the “little” things with your team. Successfully launch a new product? Order lunch for your staff! Achieve a new safety milestone in your department? Celebrate with a reward or treat! Have staff members with anniversaries or birthdays? Get some cupcakes and have a little fun! These are inexpensive ways to boost morale and celebrate your team.

Having a workplace with a positive employee experience is going to help your team be successful in 2020. And it’s also an easy way to recruit the Millennial job seekers that are taking over the workplace. Start making these small changes today and watch your employees soar to new heights.

How to Attract Millennial Talent in 2020

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Did you know that Millennials will make up nearly 75% of the workforce by 2025? In just five short years, the generation that roughly ranges from ages 24-39 will be the largest group in the workforce. In other words, your team must change the way they attract and retain talent to ensure they aren’t pushing away the largest workforce population. Here are three ways your team can attract Millennials in 2020.

Try to better understand Millennials

Millennials are often misunderstood. There is a lot of controversy and confusion when discussing where this generation begins and where it ends. According to Pew Research, Millennials are the generation born between 1981 and 1996. And there are a lot of misconceptions and stereotypes plaguing this generation. At the top of the list are generalizations such as they’re narcissistic, lazy, and technology addicted. But these are just stereotypes. You can say all these things about anyone in any generation. So instead of just falling victim to all of these fallacies, employers need to take time to understand the soon-to-be largest workforce in the world.

Positive employee experience

Once you develop a better understanding of who Millennials are, we can examine what they want in an employer. We’ve all seen movies and memes that exaggerate Millennials in the workplace with foosball tables, unlimited snacks, and dogs in the office. Sure, those things are all nice, but that’s not what Millennials genuinely desire in a prospective employer.

According to a recent survey, these are the top six things Millennials want in the workplace:

  • To be understood by their employer
  • The opportunity to learn and grow
  • They want to be highly engaged
  • They want to make a difference
  • The authenticity of your company
  • Flexibility

In other words, Millennials just want to be respected, feel like they belong, and flexibility within their job. One of the key features employers can offer to their employees to attract this generation is a healthy work-life balance. Millennials care deeply about their lives outside of work. They want to be able to spend time with their families, work from home on occasion, and take time off to “unplug” from their job.

A recent study also illustrates that Millennials are willing to take a pay cut for a better work-life balance, and 58% of them rank work-life balance as being more important than financial benefits. Therefore, you may not be able to entice Millennial candidates with just financial benefits alone.

Stick to your company values (and mean them!)

This generation is passionate about their beliefs, and they want their employers to value them as well. Millennials are the most environmentally conscious generation in today’s workforce. They want a company that cares about sustainability just as much as they do. According to another survey, 75% of Millennial workers are willing to accept a smaller salary to work for a company that values sustainability.

Additionally, another study illustrates that Millennials won’t accept a job offer if the company isn’t socially responsible. Therefore, if you want to hire Millenials in 2020, your mission statement and core values have to be more than just text on your website. To attract this generation, you must stand behind your company values.

Be conscious of your Millennial hiring strategy

Millennials are taking over the workforce, and it’s essential to have a better understanding of them. Keep these three things in mind when developing your hiring strategy to help you attract Millennials in 2020.

Financial Services Trends: 4th Quarter and Beyond

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Financial Services

The financial services sector is a delicate market. Many factors affect and alter interest rates, regulations, and compliances. On the one hand, there is a lot of talk going around online that the labor market has never been stronger. On the other hand, some economists fear a looming recession in the United States. Although there is some uncertainty, both the economy and the labor market are HOT, especially in the financial services sector. Here are three trends to keep an eye on as we approach 4th Quarter and even 2020.

Online and mobile banking

I am willing to bet most of you reading this use online or mobile banking in one form or another. Whether that’s keeping an eye on your checking account, applying for a home loan, or shopping for a new credit card. With today’s digital era, (often called the 4th Industrial Revolution) drastically changing the financial sector, banks and other financial institutions have to change how they do business and interact with customers.

Fewer and fewer consumers actually walk into a physical bank and speak with another human. Nowadays, Millennials like myself rarely step foot into a bank. For example, I just bought my first house without ever talking with someone from a bank face-to-face. And as Millennials project to account for 75 percent of the U.S. workforce by 2025, this transformation of services for the technology-savvy generation won’t be going anywhere. As a result, financial institutions will continue to have to be flexible to accommodate the ever-changing demands of consumers.

Fed keeps cutting interest rates

As you’ve probably heard, the Federal Open Market Committee (FOMC) just cut interest rates to 2.25 percent at the end of July. At the end of December 2018, the fed funds rate was 2.5 percent. Since the Great Recession in 2008, the Fed has been increasing rates. However, over the second part of 2019, the Fed has cut interest rates multiple times to help stimulate the economy and ensure the labor market remains strong.

But what does this really mean? Well, it means consumers like you and I can get loans and credit cards with more favorable interest rates. In other words, its cheaper and easier to borrow money or secure a loan. And when we spend more money on things like cars, houses, and other items, we continue to stimulate the economy. It will be interesting to see if the U.S. will see another cut in rates before the end of this year.

An emphasis on security

Financial institutions and banks will have to continue beefing up their security to protect their business’ and their consumers’ data. But why is security always at the forefront of financial organizations? Well, it’s because they have a TON of important, confidential data.

There’s a cybersecurity attack every 39 seconds. Any by 2020, the average data breach will exceed $150 million. And this number will only continue to grow as more and more business begin building their online infrastructure. Look at the recent data breach by Equifax affected 147 million Americans and with a settlement costing $425 million. That’s a lot of confidential information stolen. To combat this, organizations must build up their information technology teams to implement safeguards and improve monitoring of their data.

Partner with our financial services recruiting team

In today’s tight labor market, it can be challenging to build up your team to remain flexible in the financial sector. If your organization needs a hand, reach out to JSG’s financial recruiting team today. We understand the market and will help you locate and attract the talent you need to remain competitive in the market. Contact us today, and let’s get to work!

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First Quarter Roundup: The Labor Market is Still Going Strong

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labor market

Spring has finally sprung, and the first quarter of 2019 has come and gone. There was a lot of speculation that the labor market was going to slow down this year. However, the job market is still roaring, and we’ve had 102 consecutive months of job growth. In fact, job gains have averaged 180,000 over the past three months.

Average hourly wages also were much better than expected. Over the last 12 months, the average hourly earnings rose by 3.4 percent, a rate that we have not seen since April 2009. This drastic growth in wages illustrates that employers are still struggling to find qualified workers and that the market is getting even tighter.

If you’re still struggling to attract candidates in this tough market, here’s a few things you can do to improve your chances of finding top talent.

Candidates want a faster process

We cannot stress this enough. Regardless of where you’re located or what industry your organization operates in, you must streamline your hiring process. Identify and eliminate any unnecessary steps in your hiring process. With more job openings than unemployed people in the US, candidates have plenty of options to choose from.

The average hiring process in the US takes about 23.8 days. Take some time to examine your hiring process and see how the average length of your hiring process stacks up with the national average. If you’re dragging your feet or taking too long to contact, interview, or even onboard candidates, you may run the risk of being ghosted. Many candidates will choose whichever offer comes in first, which may even be your competition. Even if they have accepted your job offer, if you’re waiting weeks and weeks for their first day, you run the risk of losing them to another company who will start them immediately. To mitigate this, make your decisions quickly and reduce snags in your process.

Great company culture attracts candidates

Company culture is becoming more important for candidates. Employers need to demonstrate a great company culture to attract and retain great candidates. This is important to note because Millennials will soon be the largest demographic in the workforce. By 2025, Millennials will make up nearly 75 percent of the workforce.

With that being said, Millennials care more about company culture than any other demographic. In fact, on average, Millennials would be willing to take a $7,600 annual pay cut to work at a job with a more desirable culture. This generation wants better work-life balance and employers who are more involved in the community. To ensure you retain your younger employees, make sure you take a good look at your company’s culture; see if there are places where you can make changes to attract this demographic.

Work with a recruiter

If you are struggling to fill your critical positions or retain employees, it may be time to seek out some help. At JSG, we will take the weight off of your shoulders. Our comprehensive screening process thoroughly evaluates the candidate’s technical ability, interpersonal skills, and reliability to ensure each candidate we present to you is a perfect fit.

If you want some help navigating this competitive labor market, reach out to one of our professional recruiters today!

Partner with a Recruiter

How to Hire More Millennials

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Millennial

As one generation moves closer to retirement, a crop of new, young professionals enters the workforce. So why has there been so much emphasis on the millennials in the workplace lately? You’ve probably read or heard rumors about millennial laziness, narcissism, and wavering loyalty. You may have also seen statistics like millennials making up 35% of the workforce by 2020, or 75% by 2025. So, what are you supposed to do as an employer or manager when those you will be working with, leading, and hiring have such negative stereotypes?

You make an effort to understand them better because while stereotypical millennials exist, they are not the rule. Overcoming these stereotypes and reaching a common understanding of workplace expectations and long-term goals is key to leading a successful team. Especially with organizations becoming increasingly more “millennial-heavy.”

Work-Life Balance, Reimagined

A current topic for discussion in the workplace surrounds the traditional 8-hour workday. Millennials have grown up in a world where their parents typically worked between the hours of 8 am and 5 pm. Additionally, they also spent large chunks of their time commuting.

With the rise of technology in business, people realize there may be other options available. Between cell phones, tablets, and laptops, we have never been more connected. Web conferencing has become more stable and consistent, allowing for meetings across vast distances.

The need to be physically present in the office has become smaller recently, and more and more employers are offering options like working remotely or from home. As an employer, you may be surprised at the increase in productivity! And as an added bonus, it will save time and please employees of all generations.

Loyalty on Both Sides

Millennials and serial job-hoppers typically go hand-in-hand. Stereotypically, they move from one job to the next, only looking to further their own careers. As an employer, you want to hire people who will stay. You invest a lot of time and money into this process, from the job search to their training. All of this is lost when someone walks out the door for another role. How do you avoid the revolving door that is so commonly associated with millennial employees?

You treat them like a person, and not a number. A study by Capital Group revealed that 67% of millennials say being loyal to their employer is important to them, a figure that lines up previous generations. Millennials are more likely to stay long-term when their employer shares their values and desires for long-term personal development. If your business struggles to retain young talent, it may be less about their work ethic and loyalty, and more so a testament to how you treat your employees.

They Want Benefits, Not Foosball Tables

During the late 2000s and early 2010s, the office landscape began to experience a shift. Companies like Google started sharing new office concepts, with open layouts and bright colors. Some companies looked to transform offices even further. They ditched cubicles for beanbag chairs, added giant slides instead of stairs, and offered a constant assortment of snacks in the breakroom or areas dedicated to employee ping-pong or foosball.

While these are all fun ideas, they aren’t actually that valuable to millennials. Your employees want benefits like health or dental insurance and steady retirement plans. The stress associated with being unable to pay their debt or retire one day hang heavily on a millennial’s mind. Solutions to these problems will attract and keep top talent, as opposed to that foosball table in the break room.