Building Chicago - 2017 - 17
initiatives make the most of existing internal knowledge. Don't
forget to promote these programs when hiring, otherwise
they're not working as attraction or retention tools.
Would take a pay cut for
their ideal job
Require >10% salary
increase to leave job
Would take a step down in
seniority for their ideal job
Satisfied with current role
Would consider leaving
Looking ahead: Generation Z (2000-2015)
According to a recent issue of the Hays Journal, Gen Z are
realistic, goal-oriented innovators and they know they will
have to retire at an older age, so they will want work to fit
around their lives. Diversity and inclusion are the new normal,
and they'll expect their workplace to reflect their social
groups. Generation Z also cares about employer brand, value
authenticity and they are looking for purpose in their work.
Takeaway: Generation Z are moments away from joining
your workforce. If Gen Y took you by surprise then now
is the time to plan ahead. Focus on building a strong
employer brand today, to attract the construction workers
While you can't pigeonhole any one individual based on
their age, generational differences are already affecting your
hiring and retention, so make sure you're being proactive
about responding to these changes. Knowing what people
want is critical for success, so ensure you understand the
expectations in your market and target audience and don't
assume what has worked in the past will continue to be
effective as demographics change.
Learn more about attracting and retaining top talent.
Request the Hays US What People Want report at
Experiencing high or
extremely high work pressure
Source: Hays US What People Want 2017
almost equal in importance to them so it really is about the
Takeaway: Communicate your employer value proposition
(EVP), including attractive benefits, work-life balance
support and career opportunities. With many boomers
retiring within the next 10 years, identify your most valuable
future leaders and actively work to retain them.
These "young upstarts" are now reaching middle
management. They care deeply about career growth, which
in construction means working on the next big project.
Salary isn't as important to them, and they are the most
likely generation to say they would accept a pay cut for either
their ideal jobs or for a higher bonus.
Takeaway: For Generation Y, career growth doesn't
necessarily mean frequent promotions and expensive training.
Programs such as secondments and job shadowing offer more
variety and new skills, while mentorship and lunch-and-learn
Gen Y - Millennials (1983-1999)
A Publication of the Builders Association
14/09/17 10:20 PM