62% of young people think now is a good time to change jobs despite the ongoing pandemic. This is the main conclusion of the Employment and Youth 2022 report prepared by the consulting company AdQualis. “They see that the job market is starting to recover, that new projects are emerging and that it’s time to look for better conditions than they are,” says director of corporate sales and marketing consultant Jordi Berenguer.
A movement that also responds to the fact that companies have done a poor job of doing their homework with this generation. “Companies don’t reach out to their employees, so there isn’t and won’t be a strong sense of commitment,” says Guido Stein, professor of human resources management at IESE. The founder of the Future for Work Institute (FFW) Santiago Garcia is of the same opinion: “All those who say that it is difficult for them to find talent should take into account the claims of young people, because if you do not give it to them, they will look for work elsewhere.” For those who want to pay attention to new generations, here are a few recommendations:
reconciliation. Time flexibility is the most frequently cited priority among AdQualis respondents (73%), especially in relation to work-life balance. Something demanded not only by people with dependent family members, but also by those who want to enjoy their friends, their partner or their free time. “They know that they are underpaid, so they are not ready to give the company they work for a minute more,” sums up the IESE professor. The reaction, which is caused not by idleness, but by a question of correspondence. “The law of least effort comes not from the series, but from the attitude of companies. It is not true that young people want to work less,” Stein supports. 44.9% would be willing to have one more day off a week even if it meant a pay cut, but 49.6% would rather keep their spending power the same working days.Location. 53.6% of respondents admit that location influences the choice of a particular job offer. A fact related to the so-called new mobility. “If the offices are on the outskirts, employees will be more forced to have a car, but young people prefer public transport or hourly rent,” says Berenger. And also the more social aspect: “If the work is far away and it takes a lot of time to get to the center, this is the time that is wasted in order to be able to go to the gym, meet up to eat with friends or have a party. beer when leaving the office,” the expert continues. This is even more true for Generation Z (60.6%), so it will gain even more weight in the future.remuneration. Although the emotional aspects are being talked about more and more, the main motivation for work is still the salary. This was indicated by 48.9% of the respondents. A point that says a lot about the instability that prevails in the labor market. “Young people cannot manage their own lives: neither rent an apartment, nor start a family. The main things we did at their age, because then we were making more money than they are now,” says Garcia. That is why it is impossible to talk about additional benefits without first meeting the most basic needs. “One cannot lose sight of the fact that they want, above all, decent working conditions,” insists the head of FFW.Justice. It is because of this lack of remuneration that they are unwilling to work in an environment with excessively pronounced wage differentials. “They don’t want those at the top to get rich at their expense. They will put up with it until they find something else or somehow compensate for them, but they are not fools and they know what is happening there, ”Stein warns. This is why overly pyramidal organizations will have higher turnover. Ana Marquez, chief executive of Luxury.com, notes: “They think that if the company is not theirs, then why should they sacrifice their time if they do not see a clear carrot or career growth. They don’t want to work hard so that others can earn money.” An aspect that corresponds to the search for more transparency. “Now, thanks to platforms like Glassdoor or LinkedIn, information about the company has become more accessible, we can get an idea of what is happening and compare more effectively,” says Alvaro Santaella Medina, head of business development at Alight Solutions.I work remotely. “There are those who outright reject the offer if they are not given the opportunity to be 100% remote, they are not satisfied with three days a week,” the AdQualis representative admits. The idea behind this requirement isn’t so much about not setting foot in the office, but about being able to decide when to do so with more freedom. “They think that forcing them to work the system is a reaction to a lack of trust. They don’t understand why, if they’ve done well so far, they can’t keep up the good work,” Garcia develops. Stein also observes this trend: “For the elderly, remote work may be a way to get away, but not for the young, they see it as another tool of flexibility.”Race. Candidates are looking for companies in which they can develop professionally, as well as which train them to do so. “They want to see how far they can go in the company from day one,” explains Santaella Medina. In this sense, they do not want to stagnate either in a specific position or with outdated knowledge, but strive for continuous improvement. “They are looking for a place that will help them build a career both inside and outside the company, where they have the opportunity to develop and learn,” Stein says. A fact that is also reflected in the Sodexo report. Generational composition in Spanish companies: 59% of millennials place more importance on learning plans than other types of rewards. “This will allow them to advance in their careers, especially considering that this is the generation with the most masters and graduate students,” acknowledges Miriam Martin, head of marketing at Sodexo.Flexible remuneration. Faced with traditional standardized benefit packages, young people are demanding a wide range of offerings that best suit their needs. “A person aged 21 still living with their parents doesn’t want the same thing as a person aged 60 close to retirement age,” muses Nacho Travesi, co-founder of Cobee. So, while traditionally older people are interested in aspects related to a retirement plan, millennials prefer a restaurant card or money for training and generation Z, an online psychologist and health insurance.
Context. Although the provision of decent working conditions is one of the main requirements of young people, they are ready not to receive complete security in employment. Not because they don’t want to, but because they have accepted uncertainty. “Security is not particularly attractive, less worry about safe work, which used to be the most interesting,” says Guido Stein, professor at IESE.
perspectives. 56.2% of young people surveyed by AdQualis expect a return to pre-crisis unemployment and job offers. However, 28.1% are less optimistic and predict that youth unemployment will be higher than before the pandemic.
Flight of Talents. Especially in sectors with higher demand, such as technology, the fear of changing companies that existed 20 years ago has disappeared. “Now people are changing jobs at least because everything is constantly changing,” says Alvaro Santaella Medina of Alight Solutions.
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