HRO Today October 2019 - 46

Talent Acquisition
THE NEXT
GEN NORM
Organizations need to focus on fl exibility, growth opportunities, and
company values in order to attract young talent.
By Jenn Labin
A decent, competitive salary and a basic health
package was once enough to entice workers to join
an organization, but today's new generation of job
seekers is demanding different, less tangible, benefi ts
from perspective employers. Flexible schedules, wellness
programs, professional development opportunities,
mentoring programs, and meaningful societal impact
are what the young workforce is seeking. And with a
job market that demands organizations work to attract
top talent, these workforce benefi ts have attained nonnegotiable
status when it comes time to make an offer.
A recent IBM-sponsored study for HR.com revealed that
though the skills gap remains the biggest hurdle to fi nding
qualifi ed candidates, an inability to meet wage demands
was a close second, and losing almost 40 percent of
promising candidates during the interview process came
in third. Organizations that can't meet these demands are
simply abandoned.
There's no question that wages are important to the
new generation of workers, who were welcomed to
the job market by a heavy debt burden. But a study by
[46]
HRO TODAY MAGAZINE
| OCTOBER 2019
RippleMatch last year confi rmed something that many in
the HR profession have already experienced. Generation
Z and millennial workers will take a salary cut between 10
and 20 percent to work with a company promoting values
aligned with their own. Because value alignment is one of
this demographic's primary non-negotiables.
So, what kind of wish list should TA leaders expect to see
from these applicants? And what steps can they take to
hold on to qualifi ed job seekers?
* A clear company mission statement. Communicating
company values and mission helps drive young
professionals entering the workforce to feel connected
to the organization. It also demonstrates the connection
between the work an individual has been hired to do and
the organization's larger purpose. A robust onboarding
program can enable conversations with executive
leadership, who play an important part in conveying
the mission to young professionals. By creating a clear
understanding of how individuals' work benefi ts the
organization, entry-level employees will get a sense of the
inter-connectedness of business units. Over time, this will
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HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
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