Gen Z’s Workplace Expectations Are Different From the Generations Before Them

The May 2021 jobs report showed encouraging news that the job market is continuing to recover and has picked up some additional momentum. As the country begins to ramp up from the COVID-19 pandemic, the number of job postings increases. Companies of all sizes are looking to add employees in temporary, temp-to-hire, and direct hire positions.

While these jobs require various amounts of experience, many job postings look for candidates with approximately two to four years of experience. Generation Z, those 18-22 years old, are beginning to enter the workforce. For hiring managers, it’s important to know how Gen Z will fit into the company culture and what they expect a company to offer. It’s become a special kind of balancing act with generations spanning from Gen Z to Baby Boomers in the workplace. Here are some tips on how to navigate the generational gaps to put your company at a competitive advantage while addressing the unique motivations of this emerging group of workers.

Article Highlights:

  • Gen Z Candidates Are Qualified
  • What Benefits Attract Gen Z
  • Gen Z Expectations and Motivations
  • Recruiting and Onboarding Gen Z
  • Working in Teams
  • Giving Feedback
  • Getting it Right From the Start

Professional Experience

It’s hard to believe that Gen Z candidates bring experience to the workplace because they are so young. The Gen Z generation is highly ambitious. According to Ryan Jenkins, a Millennial and Gen Z Expert, 55 percent of Gen Z feel pressure to gain professional experience in high school. This generation already participates in internships before college and tests the waters on what type of career is meaningful to them. With that in mind, when they graduate from college, they typically come with several years of workplace experience that may be a good fit for your open jobs. Jenkins also states that 84 percent of Gen Z believe that they have the skills necessary to be successful in a professional environment. Reinforcing that data, Pew Research finds that Gen Z job candidates are the most highly educated generation.

Jenkins goes on to say that 56 percent of Gen Z would rather write their own job description than being given a generic one. With the experiences they gain in high school and college, Gen Z candidates are clear about being the boss of their career growth and advancement. They want their work to have meaning for themselves and society.

Top Benefits Gen Z Looks For

According to a Zippia survey of 1,000 American job seekers, health insurance, the option to work remotely, and retirement benefits top the list for Gen Z. Jenkins adds to the list a competitive salary and a boss they respect. They are also looking for flexibility, longer breaks, employee assistance programs, and open communication because these candidates are also four times more likely to experience anxiety. The World Health Organization states, “Stress is a health epidemic of the 21st century.”

Gen Z believes it’s fine to leave a job in less than a year of employment if advancement opportunities are lacking and work-life balance is nonexistent. It’s no surprise then that Gen Z finds authenticity and transparency crucial to a robust work environment. They want to be kept in the loop via top-down communication via mobile phone as they continue to grow their career and determine what projects interest them.

How Gen Z Job Candidates Find YOU?

That’s right, Gen Z candidates find you.

  • Recruiting
    • When Gen Z is on the hunt for a job, like most job seekers, they scour job sites. However, Gen Z values the opinions of friends and family and other connections on social media. Your company’s level of diversity and corporate social responsibility policies and practices play an important role in whether they have an interest in working at your company.
    • Long, complicated interview processes are a turn-off.
    • Some Gen Z applicants want to work in teams, while others prefer to get the job done on their own. It will be important to know how a candidate fits the culture of the company and the job expectations because they will most certainly be asking these questions to gauge whether you’re a match for them.
  • The Onboarding Experience
    • Rea Regan, the Head of Content at Connecteam – developers of an all-in-one employee app, suggests setting the tone the moment your Gen Z employee steps foot in your company. Introduce them via a company-wide email or text with a photo and fun facts. Place training materials in an app or through a document-sharing program so they can learn at their own pace and review materials as needed. Hiring managers can monitor progress via a notification through the app.

Working in Teams vs. Working Alone

The experts differ in opinion on this subject. Many suggest that Gen Z thrives on the diversity and inclusion of a collaborative environment across generations and feels more engaged with individuals because of their different ideas, experiences, and perspectives. For these Gen Z candidates, their personality may hold more weight over their experiences if the position they are interviewing for requires team collaboration. On the other hand, several experts suggest that Gen Z candidates prefer working alone, in their own space, and believe they are the right person to get the job done alone. This candidate is better suited for a position in a less collaborative environment.

Giving Feedback

Jenkins reports that 67 percent of Gen Z is comfortable with having their manager check in with them but only for five minutes or less. They are “already comfortable with being monitored in some fashion or another at work,” he says. Regan suggests managers deliver feedback that is frequent and measurable to ensure specific points are addressed.

Getting it Right From the Get-Go

Managers and supervisors need to be more flexible in their hiring processes and adapt to their employees’ work and communication styles, regardless of age, to boost morale and have a productive and engaged team. Regan sums up the way to ensure your Gen Z workforce is at the top of their game. She says, “By understanding that Gen Z in the workplace are more fearless and crave opportunities to learn and grow, you can create an environment that helps them thrive.”

Having a solid recruiting plan for generational hiring and retention is key to business productivity. Businesses of all sizes face similar human resources challenges:

  • Should we fill the position with a temporary or direct hire candidate?
  • Are we up to date on the legal and compliance regulations that are constantly changing?
  • Do we have the ability or technology to assess not only qualifications but personality and behavior to match candidates with jobs and the teams they’ll work with?
  • Is our benefits package robust enough?

Understanding and addressing these human resources challenges are important to the business decisions you make. Casey Accounting and Finance Resources is here to provide the expertise and resources to assist you in matching the best candidate for your team and company culture. Reach out to us for your next hire. We’ll help you navigate the changing landscape.

Get Ready to Start Hiring Again

With many indicators pointing to life returning to normal, an uptick in the economy, and lower unemployment claims, companies are most certainly considering hiring employees again. The pandemic changed recruiting as we knew it with virtual interviews, Zoom training, and hiring workers who didn’t even live in the same geography. For the most part, these were all positive advancements for the recruiting world. After all, the last real revolution for recruiting was online postings, job applicants, and more advanced screening software. So, what have we learned in the last 12 months?
  • Employees can work remotely and be productive.
  • The talent pool widened when recruiting wasn’t constricted by geographic boundaries.
  • Employees are even more acutely aware of work-life balance and belonging to their organization.
  • DEI (Diversity, Equity, Inclusion) is a passionate topic when discussing talent acquisition.

Adapting Your Hiring Strategies

According to The HR Digest, the US is facing a 69% shortfall in available employees, the highest in a decade. Even though layoffs and hiring freezes will drop off, many workers used the pandemic to re-evaluate their career and life goals. With that said, what are the best ways to find talent and attract them to work for your company?

Hybrid Recruiting and Hybrid Workforce

  • Remote Work: many employees have determined that they like working remotely, at least for some portion of the workweek. Flexible schedules will continue to be the norm and should be incorporated into your recruiting culture.
  • Remote Hiring: the ability to interview candidates via video conferencing is a time saver for both employer and candidate. The technology options have improved. Personality assessments can be completed remotely. In the end, you might still want to meet the top candidates in person, but if remote work is an option, chances are you might not meet your new employee face-to-face for several weeks or months.
These are significant trends that have emerged in the last year. The hybrid workforce model will provide a greater pool of qualified candidates for talent acquisition, allowing recruiters to tap into the best talent for a position without geographic limitations.

Where Are the Best Candidates?

  • Look at your employees. The Boston Consulting Group, along with programmatic job advertising provider Appcast, found that 89% of US workers are willing to retrain to a different job role. Among the findings: Workers ages 31 to 40 and those with master’s degrees and above are the most willing to reskill. But even workers within the services sector or that require workers onsite (i.e., production and manufacturing) can adapt with access to the right training and resources. Re-skilling and up-skilling workers are positive investments for a company. Among many things, it reduces the costs of turnover and rehiring and keeps the employee’s intellectual capital at the company.
  • Look at Gen Z graduates. Many 2020 college graduates may not have entered the workforce in their area of study, and with 2021 graduation upon us, additional qualified candidates are ready to work in their chosen career.
  • Look at retirees. The pandemic forced early retirement for some very talented individuals who still have value to bring to a company. Consider this untapped talent pool for your open positions.

Committing to a DEI Strategy to Build a Diverse Team

Most company executives will tell you that their company is successful because of the employees. Happy employees are productive employees and are key to a company’s success. But employee morale has become more than just benefits. Employee engagement has shifted. People want to feel as if they belong at work that they see others just like themselves in positions from entry-level to leadership. That they are comfortable with their team, that managers listen to them. Having a DEI strategy is a big undertaking and can’t be fully addressed in a few paragraphs. Ryan Healy, founder and president of technology company Brazen Technologies, Inc., says, “Offering job opportunities to job seekers in underrepresented and underserved communities brings fresh, diverse perspectives to organizations.” According to Mariah Scout, head of DEI at webflow, and Leah Knobler, director of talent acquisition at HelpScout, DEI is everybody’s responsibility – not something that is the responsibility of one person or the HR team alone. DEI also requires a strong commitment. They go on to share the benefits of a DEI strategy to a company’s growth – “So if you’re building a diverse team that represents a diverse set of identities and experiences and abilities…you’re setting yourself up to build a product that services more people across those differences.” That’s a pretty powerful argument for DEI. Where should you start? Scout and Knobler offer these changes to your hiring process:
  • Survey your employee base to understand where the DEI gaps exist.
  • Write job descriptions using inclusive language that addresses what a candidate has done in the past that would be valuable to the company. Criteria, must-haves, and limiting jobs to certain locations may create entry barriers to hiring a more diverse workforce so you need to distinguish and understand what criteria, such as certifications, are critical to the position.
  • Ensure your interview process includes a diverse pool of candidates, right down to your final candidates.
  • Understand any hiring biases, conscious and unconscious bias, which will negatively impact the ability to make an effective hiring decision about the best person for the job.
  • Use Standardized Interview Questions and ask them to every candidate. This will help minimize and eliminate bias.
This graphic from Josh Bersin, a world-renowned industry analyst, educator, and thought leader in all aspects of HR, leadership, and HR technology, emphasizes the importance of taking action to create an inclusive culture:

Hiring Recruiting Experts

Bersin says that recruiting is the most important thing that happens in a company. “If you don’t recruit the right people, forget everything else. You can’t just train people that are the wrong fit for your company, the wrong culture fit, the wrong skill set, the wrong background,” he stresses. “Your ability to understand the organization and operate in an empowered way to find the right people is critical.” Oftentimes it is easier for outsiders to see the gaps in processes. At Casey Accounting & Finance Resources, we have years of experience evaluating recruiting programs and assessing employees’ skills for our clients. We are great recruiters who have hired great people for great companies. The future of employee engagement will include a robust strategy of competitive perks, flexible schedules, and work environments, and the implementation of DEI processes. Let us help you adapt to this new hiring landscape.

Preparing to Bring Employees Back to the Office

With more people getting vaccinated and the US economy coming back to life, companies are working on plans to reopen offices sometime in 2021. Most people have enjoyed working from home, even though it meant juggling parenting duties while kids learned virtually, sharing Internet bandwidth, and being around your family 24/7. A January 2021 survey by PricewaterhouseCoopers (PwC) found that 83% of employers say remote work has been successful for their company. While COVID-19 did present work challenges, a survey by Yoh found that 39% of Americans employed last year have found new ways to be more flexible and adaptable in their jobs, 73% felt they had not grown professionally as a result of working from home. That summarizes the good news and bad news.

The Economy is Rebounding

The economic barometers are encouraging. The Institute for Supply Management’s (ISM) index of service businesses rose to 63.7 last month from 55.3, according to a press release on April 5, 2021. The level surpasses the previous record set in October 2018 and implies the fastest expansion rate since data collection began in 1997. The reading also beat all estimates from economists surveyed by Bloomberg. The Institute for Supply Management’s measure of business activity and production also showed a gain to 69.4 from 55.5 throughout last month.  The data affirms hope that the economy is growing, and the ISM’s report suggests the labor market’s rebound will continue into the summer. The institute’s employment gauge rose to 57.2 in March from 52.7, with nearly one-quarter of businesses saying they took on more workers. One respondent noted it rehired all its temporarily laid-off workers and made new hires. Another cited strong demand at new locations as the reason it hired more employees.

Motivating Employees to Return to the Office

With the economy improving, what can employers do to motivate employees to return to the office even though remote-work initiatives have largely been successful? Josh Bersin, founder of Bersin by Deloitte, commented that “companies are going to need to balance the needs of employees with the company’s plans to get people back to the office and happy about being there.”

1. Evaluating Talent

As company executives monitor the economy and customer demand, what was in 2020 might not be what is in 2021 and going forward. Therefore, as part of the discussion regarding strategic business initiatives, companies will need to evaluate their current staff’s skill sets while determining their future talent needs. Emmet McGrath, president of Yoh, says, “as the world moves closer to a slow return to normal, it is crucial for managers to recognize their teams’ efforts and begin to evaluate their teams for talent gaps so they can continue to maintain the level of skill needed to succeed in the post-COVID world.” Adding onto what McGrath says, another January survey by LiveCareer found one-third of workers would quit before going back to the office full-time.

2. Office Safety Measures

What steps do companies need to take to present a safe and inviting environment for their employees? Tami Simon, the corporate consulting leader and senior vice president at Segal, commented, “Above all else, employees need to feel safe: physically, mentally, and financially. Employers should transparently describe how they plan to make their workplace a safe place. In addition to the physical measures companies need to take, employees need to feel like they won’t face the consequences for expressing their needs or feeling reluctant to head back to the office.”

3. Offer New Benefits

Employees will be looking for new benefits, including rotating home/office schedules, added mental health support, caregiving assistance, and financial wellness. The best way to understand what your employees need is to ask for their opinions and ideas. Consider this feedback even if the company doesn’t move forward with every idea. Employees will appreciate the opportunity.

4. Communication

In a Fast Company article by Gwen Moran, creator of Bloom Anywhere, she states that it’s a good idea to communicate policies, changes, and expectations across different platforms, such as employee emails, manager meetings, and even internal podcasts. She says, “This is another period of rapid change, and your team needs help anticipating what’s next.” Moran also believes that once people feel safer to gather and work returns to normal, other activities such as get-togethers to celebrate birthdays and company milestones will increase the face-to-face contact we’ve all missed.

How Recruiting Experts Can Help

All of us at Casey Accounting & Finance Resources have seen our fair share of highs and lows in the employment industry. We’ve also been innovative and embraced changes along the way, improving workforce programs for our clients. We have experience evaluating staffing programs and offer proven approaches to evaluate the talent needs that best meet your company objectives. We are eager to partner with you in this transition back to work. Call us today.

Top 10 Tips to Successfully Work with a Recruiting Firm to Find Top Talent for Your Organization

An uptick in business for a company means a few things: more work for full-time staff, more overtime hours to pay, and higher levels of stress for all employees. When a company experiences a busy period, it can be a good idea to partner with a recruiting firm. Why? A recruiting firm can help you hire temporary workers for flexible projects and part-time or full-time employees when new jobs become available.

Below, we will discuss the top 10 tips to successfully work with a recruiting firm that helps you find top talent in your industry.

1. Find a Diamond in the Rough

One of the biggest advantages of working with a staffing firm is that the recruiters there will be able to find your company a diamond in the rough while you focus on other responsibilities.

2. Hiring Managers Are Not Distracted

When your company partners with a staffing firm, your hiring managers are not distracted from their normal daily duties. They do not have to take time out of their day to sift through resumes and interview candidates who aren’t a match for the position.

3. Recruiting Firms Have Established Networks

With so many other responsibilities on their plates, human resources managers do not have time to keep their professional networks updated. Recruiting firms have networks established that they can pull from when jobs become available.

4. Recruiters Focus Attention on an Opening

When an opening occurs at your company, the recruiter will focus their attention on it, so the perfect candidate is found for the job.

5. Recruiters Find Pre-Qualified Candidates

Working with a staffing firm will save your company time and money because recruiters will find candidates who are pre-qualified for your opening and then send them your way.

6. Recruiters Provide Hard-to-Reach Candidates

A recruiting firm will provide a company with candidates who are hard-to-reach using various recruiting methods including networking, social media and use of an industry specific database, along with traditional methods such as posting job openings online, in forums or in newspapers.

7. Objective Look at Candidates

Recruiters will provide a company with an objective look at all of the candidates gathered for a job opening.

8. Recruiters Learn the Company

A recruiting firm will learn the ins and outs of the company it has partnered with so it knows what type of employees will excel there. They then try to match that information with top candidates.

9. Recruiters Represent Company Positively

A recruiting firm is an extension of the company, which means it will represent it positively in the job market so candidates know what type of organization they might be working for if offered a job.

10. Knowledge of Employment Laws

A popular benefit of working with a recruiting firm is the fact that certified recruiters know the updates to employment law in your area.When it comes time to fill an open job at your company, consider partnering with a recruiting firm to find the best talent out there today. Don’t leave things to chance.

Casey Accounting & Finance Resources, a winner of Inavero’s Best of Staffing® Client Award for the second consecutive year, can help your company meet all of its financial staffing needs. Contact our award-winning team today to get started!

Testimonials About Casey Resources

Casey Resources has won Inavero’s Best of Staffing® Client Award for the second consecutive year. Check out testimonials from some of Casey’s clients below that show how easy and great it is to work with our team!

“Not only have I used Casey personally over the last 27 years in seeking accounting positions, I have used their services for recruiting employees for the past 16 years I have worked at my present employer as Controller.   Casey doesn’t waste our time with individuals who don’t fit our needs.  They understand our company and our needs, and do better than any other employment agency I’ve worked with in making sure that candidates they send our way are a good fit.” 

Controller, International Manufacturer

 

“I’ve maintained a professional relationship with Casey for many years.  Always helpful and ready to respond to our needs.  Recent Casey recruit is working out well in our organization”.

Director of Finance, Health Care Industry

 

“On very short notice, they found a person to work with us on a temporary assignment that was perfect for the role in terms of skill set and cost.  They didn’t waste my time presenting candidates that weren’t appropriate and they followed up regularly to make sure the person was doing a good job and we were satisfied”.

Chief Financial Officer, National Engineering Firm

 

“Casey has done a great job for us.  I especially appreciate Casey taking time to explain the market, characteristics of the pool of available candidates, etc. for the jobs we need to fill.  We have been challenged with staffing for long term temporary assignments and Casey has been honest and up-front with their advice and has been spot-on!  Casey also returns my calls and e-mails promptly which is much appreciated.”

Human Resources Manager, Manufacturing and Distribution, Americas

Temporary Or Direct Hire: How Should You Fill Your Vacant Position?

When there are open jobs to fill, and not enough suitable candidates around — companies often find it difficult to make a decision on how they will conduct their recruitment.

Do they make a direct hire or do they hire a temporary worker?

What are the differences and advantages of hiring temps vs. direct hires?

A direct hire will become a regular, full-time member of your staff, while a temporary worker will have a brief contract to work at your company. Which is better for your company? Make the determination after reading through the following article:

Making a Direct Hire

Companies that want to make a direct hire usually know how much time and money is involved in this move. If your company has just one or two open jobs to fill, it might make more sense to make a direct hire. If the open jobs are for top-level management, sometimes a temporary employee can fill in until the right candidate is hired to give you more time to make the best decision. When it comes to filling lower level, non-manager jobs, the company needs to weigh some pros and cons before making a hiring decision. Often, temp employees make better sense.

If your company needs to fill long-term jobs, then a direct hire is the best option. Often, companies will receive more loyalty and commitment from direct hires compared to temporary workers. Another benefit of making a direct hire is that companies will be approached by higher levels of talent compared to searching for temporary workers. This means that companies will be able to recruit talent who are currently working, which increases the number of candidates available to interview for the position when making direct hires.

Some cons of making direct hires include the time spent interviewing candidates and the investment required. Direct hires need to go through a vigorous interview process and if hired, need to be provided benefits and other perks from the company. Should the direct hire not work, the process begins again for the company. The lengthy hiring process can be a hindrance, so the quickness and speed of getting a temporary employee in place can be very beneficial when you need someone to work right now.

Making a Temporary Hire

When short-term jobs need to be filled at companies, it is a better idea to make a temporary hire. The main benefit of hiring a temporary worker is that their contract length is flexible. You tell the staffing firm how long you need an employee and the contract comes to an end when you say. It can be for, one week, one month, a couple of months, or a year.

Temporary workers are excellent for companies that need to increase and decrease their staffing levels quickly. For example, peak periods occur during various times of the year depending upon your business, so being able to “right size” your staff for these peak periods, gives your company more flexibility.

An excellent benefit of hiring a temporary worker is the fact that companies can bring them on full time if they succeed in what they do, fit within the culture and go above and beyond their job duties. The company does not need to tell the employee they are being evaluated for full-time work, which makes the situation even better.

The bottom line here is that companies need to make the final decision on which type of candidates to hire for their open jobs based on their needs at the time.

Casey Resources provides a number of services for clients and candidates to be successful in their job search. Contact a leading staffing firm in Chicago to learn more  today.

The Importance of Proofreading Your Resume (and Other Crucial Adjustments)

When applying for a new job, candidates must do a handful of things to ensure that they make a positive first impression on potential employers. One of those things is sending in an outstanding resume. One critical step that must take place is proofreading the resume, to avoid any mistakes, grammatical errors, or other snafus that can cost a job.

As a job seeker, submitting just any old resume for a job could cause you to never hear back from the company. When you take the time to carefully proofread your resume, you vastly improve your chances of receiving a call for an interview. Remember, the main purpose of a resume is to get you that first interview opportunity! Let’s dig deeper into why it’s important to proof your resume and make any other crucial adjustments now.

How to Proofread Your Resume

The best way to proofread your resume is to read it aloud. When you read a document aloud, you are more prone to find any mistakes made in your grammar and punctuation. Have someone you trust proofread your resume as well in an effort to find any other issues that you might have missed. Once you proofread your resume, make sure you fix all of the mistakes found immediately. Another tip is to review your resume backwards to help catch misspellings on it.

Checking the Resume for Attractiveness

You might not think this is important, but it is vital to your success at finding a job. The resume must flow well and should not have any mismatched font types or font colors. Your resume needs to have a format that is very easy to read because employers do not have time to search the resume for your most important information. Typically, an employer wants to see a chronological resume listing your last position first.

Using Keywords Related to the Job Search

Your resume should use keywords that are related to your job search in order to get the attention of potential employers. Many companies use automated programs to sift through resumes submitted for open jobs, which is why keywords are just as important on a resume as they are when writing content for the Web. Do not over-stuff your resume with keywords because this will just be viewed as spamming. Make sure you include relevant skills that your new employer would be looking for in an employee. Does your resume match the job description of the position you are applying for to attack the interest of the hiring manager?

Focus on Clear Accomplishments

To secure a job interview and then an offer of employment, focus on your top accomplishments and don’t be afraid to brag about yourself. You can do this by editing your job descriptions from passive wording to active wording. This will help you explain the accomplishments you enjoyed at previous jobs in your career. Quantify your successes and achievements either in money or time saved for the company or income brought into the organization.

Using the Most Relevant Job Info

Including your entire career story will not help on a resume, and you should select information that’s relevant to that job posting. You do not need to include jobs from right out of college if you have been in the working world for more than 10 years. Instead of worrying about how long your resume is, you should be focused on the relevance of your resume when proofreading it.

Proofreading your resume is an important part of the job search process. If you submit a resume that is full of mistakes, there’s a strong likelihood that you will never hear from an employer again.

Casey Resources provides a number of services for clients and candidates to be successful in their job search. Contact a leading staffing firm in Chicago to learn more  today.