Anticipating the Alpha Generation in the Workforce

Independent, always connected, diverse and incredibly technologically savvy, Generation Alpha has grown up in a digital world, accustomed to spending hours each day in front of a screen or device. Named for those born in 2010 and after, Generation Alpha represents the start of a new era and generation that has been transformed by digital technology.

The world of the Alpha Generation is replete with smartphones and tablets, virtual assistants, data, artificial intelligence, personalization and wearables, among other technological innovations. This young generation is often more comfortable with online technology than they are with in-person interactions and they tend to enjoy working independently.

While all of these traits can be beneficial for workplaces, there are some challenges when it comes to the Alpha Generation: Their attention spans tend to be shorter and they sometimes lack the creativity and ability to connect with others that are hallmarks of previous generations.

While this generation is too young to impact the workforce in full force today, savvy companies will be prepared to meet this online and connected cohort in a few short years.

What is Skills-Based Hiring and Why Is It So Important?

Traditionally, hiring for an open position entails a careful review of candidates’ experience and education. Skills-based hiring, on the other hand, takes a closer look at the specific skills that each applicant brings to the table, particularly the ones that would help them succeed in your company. It decreases time to hire while increasing the overall fit of candidates with your company. This shift in evaluation also helps candidates find the best jobs for their particular talents and interests.

While this was an aspiration for many HR departments and businesses for years, skills-based hiring is now more of a reality, thanks to reduced costs and increased opportunities due to the latest technology.

Here are 3 tips to successfully bring skills-based hiring to bear on your job openings:

1. Identify the work that needs to be done and the specific skills required to do it. First, you need to understand the specifics of projects, goals and deliverables for any job opening. What skills will best suit this position? The ability to code under pressure? Strong public speaking skills? Be very specific. Then, revise job descriptions to match. You can use a skills database that will match jobs with skills to make this process easier.

2. Train your team to hire for skills. This will likely be a shift for your HR team and your company’s recruiters so they will need to be retrained on new technology and parameters as well as the overall culture change you are expecting. Getting internal buy-in is sometimes the most challenging part of the process, but showing how effective this type of hiring is will definitely help your case.

3. Track your efforts and progress. This change in hiring will not likely happen overnight and it is important to track metrics such as quality of each hire, the time to fill each open position and overall candidate performance. The data you capture will help you fine-tune your skills-based hiring program and make updates as necessary.

As you implement and review your skills-based hiring practices, you will likely need to make updates in things such as job descriptions or interview practices along the way—that is completely normal. Skills-based hiring can look a little different for each business and each industry.

As jobs change and new positions and skills are created, skills-based hiring can help your company stay at the forefront of successful hiring and employee and business growth.

Most Millennials Want to Launch Their Own Business: Here’s How

Millennials already have a reputation for being entrepreneurial, techie and purposeful. That’s why it is not so surprising that a recent study from Bentley University indicated that two-thirds of Millennials, who were born between 1981 and 1996, today would like to launch their own business.

Here are 4 top tips for starting an effective and successful business:

1. Make a plan. As the saying goes, “failing to plan is planning to fail.” Millennial entrepreneurs must develop a business plan that covers all of the basics, such as business purpose and mission, finances and budgets, customers, the market for the product or service, pricing and more. This is critical for every generation, not just Millennials.

2. Find the funding for your business. How will you pay for start-up costs? Whether you are securing investors, loaning your business money from your savings or applying for grants, this is a critical step in launching a successful business. This is a critical component of your budget.

3. Share the news. Digital marketing can be a great boost, and should include a website and email list, social media outlets, digital campaigns and more designed to reach your audience. And word-of-mouth marketing is still an asset as well—let your friends, family and broader circle know what you are up to!

4. Connect with others. Join a business community or find a mentor who can provide honest and open feedback—and make sure you are open to hearing that input!

Launching a business can be a fun and creative endeavor as well as a challenging one. The more prepared Millennial entrepreneurs are, the more likely they will be to succeed in their chosen business!

Half of U.S. Workers Want to Change Jobs

Take this job and shove it? That is the message coming from the latest LinkedIn’s Workforce Confidence Index, which revealed that nearly half of U.S. workers are looking for a job change in 2024.

According to the recent report, workers in retail and hospitality top the list of those who will be updating their resumes and applying for new jobs this year. Many plan to make a move in order to earn a larger paycheck.

The rest of the top 10 list includes: administrative and support services, arts and rec, technology, information and media, transportation, logistics, supply chain and storage, financial services, education, professional services and consumer services. Workers who are satisfied with their pay grade and expecting a raise in the next six months are less likely to make a job shift.

About 44 percent of educators in the United States—the 8th top industry looking for a job change—will look for a new position this year and only one-third of them anticipate a pay raise in the next six months, coming in at the lowest rate for all industries surveyed in the index.

Employers in all industries should be looking out for workers who plan to leave—and welcoming new employees with open arms.