来自你的Z·员工的忠诚度

Human resources department staffers who’ve seen many social changes may think that they’re jaded and unable to connect with members of a different generation. Considering just how flexible many Gen Z employees have proven themselves to be, however, they’re more than likely going to want to change this outlook.
他们可能还想调整他们开始与新员工沟通的方式。一些公司代表发现,人力资源部门数据和人才征收专家所讨论,Z-y老年雇员是持怀疑态度的。Delivering messages from leadersin a personalized way could help to connect with these new hires. Even something as simple as a single video message from someone higher up in the organization may open a line of communication that would otherwise close up.
与新员工要建立一个关系g to take some effort from everyone in a company, however, so it’s important to keep this in mind when onboarding new employees.

Incorporating Every Department in the Team Building Process

Younger employees who’ve never known a world without instant digital communication may find that the marketing and accounting departments of larger organizations tend to look the shadiest. While their skepticism may seem unfounded, there are good reasons for it. They’ve seen entire institutions shaken to their core by various scandals and admissions of guilt that made their way onto social media.
建立一个更好的品牌身份可能是抵御其中一些恐惧的第一步。Gen Z员工倾向于倾向于分享其价值的公司。一家公司回馈社区并使公务员制造公司形象的一个大方面将比似乎是寒冷和无情的世界的一部分,这将被视为更积极的态度。专业的brand identity designconsultants could be brought in to cultivate a more natural image for a firm, which in turn could help with talent acquisition.
Savvy HR部门员工亦希望与机构的其他部门合作,以规划公司潜在的工作生活平衡。部分原因是Yesteryear硅谷巨头的盛大过度,来自Gen Z GeN Z的许多求职者非常谨慎地对低薪进行长时间。同样的疲惫的投球,曾经有人熬夜过夜,这不会努力吸引熟练的年轻人才。据说,确保适当策划健康的工作生活平衡的公司可能会发现新的雇用倾向于他们的公司。
Considering that there’s plenty of evidence that shows well-rested employees are更高效,没有理由管理人员,并将规划人员没有向员工提供额外的时间。考虑到Gen Z的成员经常专注于人们而不是概念,他们也非常感兴趣您所代表的组织如何与他人联系。

Building a Talent Acquisition Program Like a Brand

社交媒体已经变得足够普遍,即它现在被视为建立的一部分。但是,公司use these platforms to reach out对于顾客和潜在的雇用来说,与商业伙伴一样,享有更多的朋友,在获得人才时会享受最佳结果。虽然可能似乎是一些经验丰富的人力资源部门专家建立他们的招聘平台,但这实际上非常重要,因为一代发电Z成员将根据它对待人的方式来实际判断您的组织在公司之外。
这对于不是完全是公司的较大组织。例如,许多没有意味着公司的法律定义的教育和医疗机构仍然足够大,以至于它们的结构。这些群体中的人力资源部门面临着许多公共和私营部门公司的许多同样的疫苗。如果是这种情况,那么建立一个坚实的招聘品牌可能更重要。
公司文化is an important aspect of this part of the journey, even for those who may represent something as obtuse as a university that’s trying to hire new IT or financial personnel.

Revamping Your Nascent Corporate Culture

At times, those trying to reach out to members of Generation Z have suggested that their companies should workmore like cults而不是像实际的组织结构一样。虽然这可能不是在下一次HR会议上融合讨论的最佳方式,但它确实有一种感觉。一种强烈的归属感和每个人都是工作的想法,而不是一群人挣扎完成共同目标的人是一个非常强大的人。
Many firms will want to revamp their existing corporate culture into something other than what it currently is. While this is certainly no easy task, it will eventually make it considerably easier to start to attract hires who might not otherwise have ever been interested in working with a specific organization.

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