才能吸引Z世代的员工, you are going to need to know the difference between millennials and Generation Z workers.

 理解Z一代

The first thing you need to do is understand what is different between Gen Z workers and millennials. Understanding that millennials grew up with Boomers for parents helps you realize why they feel entitled. 他们的父母不想让他们知道艰难的日子.

相比之下, GenZ grew up with parents living through difficulties such as the Challenger explosion, 柏林墙, 水门事件, 然后是2008年的经济打击. GenZ watched their parents cut spending and therefore feel lucky to have a well-paying job.

知道给Z世代提供什么

This means one of the best ways to attract GenZ employees is to make sure you offer them what they want. This includes job security, good pay, and great benefits. Many employers find it a relief to offer these benefits because millennials were driven by the need to find meaning with their career; a benefit harder to measure in a standardized manner.

同时, 然而, you must offer Gen Z candidates a clear path for their careers as well as incentives to remain loyal. 换句话说, you need to provide them sufficient value in their current compensation and their future career trajectory.

 为你的建筑公司积极招聘

Remember that while technology is your friend, it can also be a problem when it comes to recruiting. If you can get people interested in the act of building before getting swallowed up with playing with their smartphones, 你会引起他们的兴趣.

Places to consider reaching young people are career fairs and seminars. 此外,考虑STEM项目,甚至4H项目. Talking to youth about what makes them passionate about construction and introducing them to fun projects is one of the best ways to attract Generation Z.

 指导未来的员工

别忘了指导青年的好处. 虽然这可能看起来类似于上面, mentoring goes much deeper than introducing youth to the construction field. When Gen Z knows their 技能et will be paid for and not only nurtured but developed with a laid-out plan for success, 他们会热切地寻找你.

When your apprentices and those you are mentoring see the security offered in 建筑行业, they will feel more confident in their decision to continue working within it. 事实上, more than 66 percent of this up-and-coming workforce want stability over enjoyment in their job. This makes it easier for your construction firm to recruit them.

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