Post millennials , the generation born years after 1995, is rapidly growing. As Kisor et.al, (2017) describe, the generation is taking the labour force by storm. Various companies are looking into tapping the talent of this generation, with the hope of getting an edge in their business competitiveness (Berkup, 2014). However, some companies are facing difficulty attracting and retaining this talent. According to Al Ariss et al. (2014), these companies can hardly adapt to match their demands and needs. While this generation floods the labor market, the human resource department should learn about the best ways of attracting and retaining them. Some of these ways include flexible schedules, initial steady incomes, a sense of purpose, growth opportunity, creativity, being valued, transparency, social responsibility and presence of technology (Aruna & Anitha, 2015).
According to Rasmussen (2015), when looking for a job, generation Z is concerned about flexible and individualized schedules, hence personal freedom. Leading companies such as Google are good examples of how individualized working hours improve productivity as well as the employee’s attitude. Majority of these young people hate work consuming the bigger part of their lives. They feel empowered and liberated if allowed to organize their working hours.
Post millennial does not work for the paycheck only. They derive a sense of purpose from their jobs (Rezaee, 2015). This purpose could result from fulfillment of individual passion and knowing that they make a possible impact on the surrounding. Companies should aim at nurturing a sense of purpose at work (Wagner III & Hollenbeck, 2014).
Treating young employees like robots is highly discouraging. The last thing they have to feel is disposable and interchangeable. Instead, they want to be recognized as valued employees. Companies could maximize on this by studying potential employees and formulating strategies that incorporate their personal preferences (Sharer et.al, 2016). Furthermore, according to Hodor (2014), the generation Z should be complemented and rewarded for their performance and accomplishment.
Creativity defines this generation. According to Stewart et.al, (2017), most young adults take up opportunities that allow them to apply their innovation and imagination. Companies harness these energies by allowing them to suggest ideas and apply unique talents at work (Johnson & Houston, 2016). The young adults get mind stimulation, while companies benefit from various innovations (Nosh et.al, 2015). For this generation which is conversant with displaying personal lives on the social platform, honesty is a significant virtue (Kick et.al, 2015) Companies which have numerous bureaucracies are considered undesirable and deceitful. They should be open and upfront and open in corporate decisions.
Technology and social responsibility are an integral part of this generation’s life. They have been born and raised during the boom of technology (Kucherov & Zamulin, 2016). They also expect companies to be socially responsible and not only show concern for profits. They actually appreciate that a company has a moral backbone.The post millennial have different aspirations. Unlike the millennial who aspire financial stability, the post millennial aspire to have their dream jobs (Olafsen et.al, 2015). Well, according to Cunningham (2016), the post millennial negatively affect companies; they keep hoping from one company to another one which offers better opportunities. Companies have to withstand training new entrants every now and then. However, they acquire more benefits.
Companies with more post millennial enjoy high rates of innovation (Morgan, 2014). They are versatile. They also love being given opportunities to express themselves in their work (Gallardo-Gallardo, et.al, 2013). The post millennial are driven by purpose, aspirations and career focus. According to Mora-Soto et.al, (2016), companies enjoy increased productivity and since the young adults step out of the comfort zone and network with many professions, their learning is applied in taking the company a notch higher.
Without any doubt, post millennial have great aspirations. They aspire to climb the ladder. By appealing to the generation’s aspiration to learn and accessing opportunities for growth and career development, companies will be successful in attracting and retaining the post millennial talent. Furthermore, the companies will largely benefit from the post millennial unique and creative talent.
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