In the two months since the death of George Floyd, the Black Lives Matter movement has swept across America, and frankly, much of the globe. The conversations and the actions that have followed in the wake of Floyd’s death touch almost every element of daily life. Some are more momentous, such as the toppling of Edward Colston into the sea, others more nuanced in personal and professional circles. Many corporations are trying to take active measures to improve how they are recruiting diverse employees. But old patterns can be hard to change, even despite the best efforts.
While many companies are suffering difficult financial circumstances during the pandemic, there are of course, still organisations recruiting, interviewing and hiring. And while interviews by videoconference are hardly new, for many an entirely virtual process is not the typical process. So how do you adjust interviewing during coronavirus? How do you maintain standards to ensure quality candidates, but accommodate the realities of social distancing?
Recruiting and retaining the right employees has become far more nuanced in the last ten years. There are multiple generations active in the workplace, each filling different needs. But they also have different professional goals. While all would profess they want to feel a sense of motivation, the definition of job satisfaction by generation is particular to each.
Understanding How Job Satisfaction by Generation Differs and Why
One challenge for employers is simply trying to meet so many needs at once. Understanding the values that will attract the right talent requires a dynamic recruiting and hiring strategy. It also means managing