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- #79: Four Truths You Need to Know
#79: Four Truths You Need to Know
The One Minute For: 4 Truths You Need to Know, Job Share Program, Strategies for recruiting top-level executives
Art Voloshyn
September 17, 2024
In partnership with
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IN TODAY’S EPISODE 👀
THE ONE MINUTE TO GET INSIGHTS ✨
 | Gen Z’s Take on Work: 4 Truths You Need to Know |
The truth #1: They’re the original digital and social natives.
Generation Z expects a seamless integration of technology in their work environment, as they are the first fully digital-native generation. With 54% of Gen-Z employees spending over four hours daily on social media, they view an organization's digital presence and brand as crucial and meaningful.
The truth #2: They would rather work from anywhere.
Gen Z values flexibility and remote work options, having entered the workforce during a time when remote work was a necessity. They see the traditional 9-5 schedule as outdated, preferring flexible hours and the ability to work from anywhere, which aligns with their experiences and expectations.
The truth #3: Their angle on GenAI: Don’t take our jobs.
While Gen Z uses and appreciates GenAI for its efficiency, they are also wary of its potential to cause job loss, with a significant percentage believing it could lead to layoffs. They need reassurance and transparency from employers regarding the deployment of such technologies, along with opportunities for skills development to feel secure.
The truth #4: Their take on job hopping: It’s normal.
To Gen Z, job hopping is a standard part of their career journey, with many willing to leave a job within two years, even without a new position lined up. They often seek better salaries, growth opportunities, and improved work culture, highlighting the need for employers to provide competitive compensation, strong onboarding experiences, and clear paths for advancement to retain them.
THE ONE MINUTE OF EXPERT VOICE 🎙
 | How to Create a Job Share Program |
Jessica Miller-Merrell and Melissa Nicholson discuss the benefits and challenges of job sharing, a flexible work arrangement where two or more employees share a single full-time position. They explore how job sharing can enhance work-life balance, boost employee engagement, and improve retention rates. Melissa emphasizes the importance of training and support for successful job sharing and highlights its potential as a competitive advantage for businesses.
 | Built-In Accountability Drives Productivity “Job sharers are among the happiest and most productive employees, with built-in accountability that drives efficiency and collaboration” |
 | Balancing Work and Life Through Job Sharing “Job sharing is an incredible way to separate and prioritize work from life, allowing employees to hyper-focus and fully engage in both their professional and personal lives” |
| The Joy and Support of Job Sharing “When people experience job sharing firsthand, most never want to work any other way because of the support, balance, and joy it brings to their work” |
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LET’S PRACTICE 🧪
by workable.com
 | C-suite hiring: strategies for recruiting top-level executives |
Recruiting top-level executives for your organization is a challenging task that requires a strategic approach. To find the right leaders who can drive your company forward, you must understand the unique dynamics of C-suite hiring. Here are five essential steps to help you successfully attract and onboard C-suite executives.
How to Do It
1. Know Your Company and Its Needs
Before recruiting, understand your company's unique personality, core values, mission, and vision. Ensure that the candidate's professional attributes align with your company's DNA to find a leader who will passionately embrace your organization's vision.
2. Craft a Unique Job Description
Create a job description that showcases your company culture and highlights the challenges and opportunities of the role. A transparent and compelling job description will attract high-caliber candidates excited about joining and contributing to your company.
3. Networking is Key
Leverage networking opportunities by building relationships within industry circles, attending conferences, and joining professional associations. Networking helps uncover passive candidates who might not be actively looking but could be interested in the right offer.
4. Dig Deeper into Interviews
Conduct interviews that go beyond routine questions. Ask about real-life situations and present hypothetical scenarios to evaluate candidates' strategic thinking and compatibility with your company's values and diversity framework.
5. Offer Attractive Packages
Design a competitive compensation package that reflects the role's significance, including performance bonuses, equity, and perks. Ensure the offer is appealing and acknowledges the responsibilities of a C-suite level job to attract top executives.
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