千禧一代出生于80年代初至90年代中期. 根据大多数定义,确切日期是1981年至1996年. 千禧一代的年龄从20岁出头到30岁中后期不等.
Millennials are the fastest growing segment of the workforce so it's no wonder employers are scrambling to understand how they act and behave in the workforce. 就像每一代进入劳动力市场的人一样, millennials are defined by a set of traits and desires that have been shaped by the economy and cultural background they grew up in.
千禧一代是数字原住民:
千禧一代具有团队精神:
千禧一代经常跳槽:
千禧一代想要自由:
千禧一代是数据驱动和目标导向的:
千禧一代是关注者:
既然安博电竞官网已经确定了千禧一代的定义, 你可能已经通读了上述信息,并感到震惊. It's important to further break down how to connect with and engage millennials as they are quickly dominating the workforce.
不要担心跳槽:
采用他们的语言:
提供一个更大的目标:
对老年人的歧视是什么? 年龄歧视被定义为基于一个人的年龄而产生的偏见或歧视.
年龄歧视并不是什么新鲜事, however with a recent push to hire millennials we are starting to see older generations being pushed out of and discriminated against within the workforce. 此外, the negative externality of companies’ drive to hire millennials is leaving older generations, 谁也能胜任相同的职位空缺, 在招聘过程中.
将近三分之二 年龄在45岁及以上的工人曾遭遇或经历过年龄歧视. 这样的数字很难被忽视, especially when in the past decade we have seen massive increases in the cultural acceptance of marginalized groups. 不像其他群体, 似乎年龄仍然是安博电竞官网可以随意歧视的一类人. 那么,新涌入的老年歧视的罪魁祸首是什么呢? 然而,这个问题的答案同样与千禧一代以及他们对科技的共同热爱有关.
Millennials are technology natives, and they bring this comfortability with tech into the workplace. 这项技术带来了不可否认的好处, 但这往往会在千禧一代和老一辈之间留下巨大的技能差距. Employers often adopt new software in order to bring their companies into the 21st century and attract millennials to their job openings. 申请该职位的年长员工, though arguably more qualified than their counterparts are unfamiliar with the software being used and thus are deemed unqualified.
雇主需要退一步,评估他们的招聘流程是否存在年龄歧视. It's worth noting that often a millennial will apply to a position with little to no knowledge of a specific software program or tool. 不像老一辈人, the employer will assume that the millennial will be able to quickly pick up the software and this doesn't think twice about it.
One of the simplest ways to evaluate whether or not a candidate is qualified regardless of age is to focus on the objective facts. 应聘者是否具备这份工作所需的技能? 应聘者是否对这里使用的工具有特定的知识, 如果没有,他们在过去是否表现出了适应和学习的能力? 老一辈人的简历中很可能有很多这样的例子. Asking yourself these simple questions allows you to source and hire both millennials and older generations. Millennials and Boomers both bring unique perspectives that in tandem make a company a powerhouse of innovation backed by decades of proven know-how.
It's almost impossible to talk about modern recruiting and talent acquisition without touching on the subject of millennials. 通常是在工作中的千禧一代成长起来的时候, 他们被赋予了一种负面的形象,充满了对他们这一代人的刻板印象. 尽管代际差异一直存在, 毫无疑问,千禧一代正在彻底改变现代职场.
Ignoring the preferences and patterns that millennials employ in their search for meaningful jobs will quickly leave you with missing out on 顶尖人才. 截至2020年,近一半的劳动力是千禧一代. It's time to start seeing past the stereotypes that plague millennials and see the positives. It’s key to also take a minute to assess your hiring process and make sure it treats all candidates fairly. 仅仅因为千禧一代更年轻就雇佣他们,会导致低质量的雇佣. 拥抱技术,同时承认随之而来的技能差距. Make an effort to focus on ways to engage and embrace the vast changes that are inevitably coming to the workplace without falling into the trap of an ageist hiring process.