Generation Z, recruitment, HR practices, young professionals, work attitudes, career prospects, company culture, sustainability, social responsibility
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Abstract
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Abstract
Analyzing the work attitudes and recruitment expectations of Generation Z to improve HR practices and attract motivated young professionals.
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[...] - Fonds paritaire de gestion pour les entreprises de 1 à 19 salariés: The Fonds paritaire de gestion is the training partner of any private law company that contributes to the CPS under the employee regime. Companies contribute annually to the tune of 0.5% of their payroll. LThese training must be carried out from January 1 to December 31. The unused contributions in the civil year are refunded into a common fund called Mutualized Funds. Pedagogical fees 100,000 CPF, annex fees 80,000 CPF, impossible to merge the two. [...]
[...] Not being afraid of change and by nature very adaptable, this generation will not be afraid to train to change industries if they perceive greater advantages and a better work-life balance elsewhere. However, there are numerous opportunities to be seized and we can therefore propose several recommendations for the agency. Firstly, at the level of the recruitment process itself, it is essential to continue communicating on social networks and to better communicate on the characteristics of the posts and the corporate culture. [...]
[...] Modern Human Resources Management and Challenges of Recruiting Generation Z - Aito Immobilier I. Issue: As the human resources manager, my main mission within the company has been the recruitment of three new people, to fill the vacant positions following the departure of several employees. This mission led me to question the challenges of recruiting the youngest generations, and particularly Generation which will soon represent a large part of the available workforce. Recruiting young people can indeed be an asset for the company, as they will be able to bring new ideas and perhaps even new values and innovative culture, which will help the company to improve its image and performance. [...]
[...] Members of Generation Z are also known as "digital natives," they have grown up and been trained with digital tools and the omnipresence of technology in the form of computers and smartphones, social networks, and the internet. This has several impacts on recruitment. On the one hand, young people expect to use digital tools to apply for jobs, representing a gain in time and productivity. In addition, they will tend to research their potential employer on the internet and social networks, searching for any relevant information that could encourage them to choose or not choose this employer. [...]
[...] Retaining Generation Z represents another major challenge for employers. By studying the main characteristics of Generation Z's relationship with work, we were able to observe that it is particularly sensitive to the working conditions offered to it, as well as the nature of the job itself. Thus, young people tend to be less loyal to their employer if it does not meet their needs and does not correspond to their values, which has the potential to generate significant turnover for companies. [...]
