HRO Today October 2019 - 47

Talent Acquisition
How does the new generation of workers want to
contribute to crowdsourced learning?
* Adding content to resource pages
* Participating in chat channels
* Playing a part in employee advisory boards
help develop them to become better strategic thinkers and
business-minded leaders.
* Connection opportunities across the organization.
Growing up in the age of social networks and ubiquitous
24/7 access to connections means young candidates expect
to be able to meet and build relationships across teams,
departments, and geographical lines. Enabling crossfunctional
relationships increases employee engagement,
productivity, and retention, and ultimately creates a
stronger talent bench. Mentorship programs make it easy
and intuitive to connect with others based on shared
experience, identity, or specifi c learning goals.
* Access to the right tools for career development. Digital
natives have access to countless " how-to " sources to
help them with anything they might want to learn. They
are accustomed to having a variety of tools to use to
aid in everyday life-from purchasing movie tickets to
transferring payments to fi nding the best doctors. When
they start a new job, they expect the same immediate
access to tools and learning resources.
Mentors and coaches can provide the help and guidance
young professionals seek. On the other hand, the
new generation of workers also expects to be able to
contribute to crowdsourced learning by adding to resource
pages, participating in chat channels, and playing a part
in employee advisory boards. Professional development
opportunities actually help foster employee retention,
especially if the employee feels there's room to grow
within the business.
* The ability to set a work-life balance. Younger workers
often follow the credo: Work hard, play hard. Their time
away from work is very valuable to them. While they are
willing to work hard on the job, they're especially intuitive
to when they are being overworked and will move on
if they feel the work-life balance is being compromised.
Organizations that offer fl exibility in work schedules seed
employee content. This can take the form of fl ex hours,
remote days, sabbaticals, and attractive paid time-off
policies.
Engaging potential new employees has become more
challenging as job market realities have evolved and the
next wave of talent has arrived with their own wants.
While having a brand with a strong reputation and
compensation plan was once enough, those attributes
can only pique interest today. What matters now are the
development opportunities organizations offer and the
company's larger impact on society as a whole. TA leaders
with limited hiring budgets need to sweeten the pot
by acknowledging and facilitating the non-negotiable
expectations talented candidates bring to the hiring
process.
Jenn Labin is chief talent and diversity offi cer for MentorcliQ.
OCTOBER 2019 | www.hrotoday.com
[47]
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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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