Generation Z

 

 

The race for Gen Z starts now

While dozens of research initiatives explore Generation Z’s values as consumers, few explore its attitudes about work. A new research study from Universum asks close to 50,000 high school graduates about their future careers, the necessity of higher education, and their attitudes to work and life – insights hiring companies can use to attract and retain the next generation of digital natives.

A look at the next wave of digital natives headed for your organization

In just three years, the first wave of Generation Z will enter the workforce; that’s why developing strategies for recruiting and retaining Generation Z starts now. Place your order to access the full insights and future-proof your employer brand, or just get the simple summary.

Understand the next cohort of employees

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Just the FREE summary »

 

 

The time to act is now!

By the time Gen Z enters the workforce, they will have already been guided and influenced. The race for Gen Z starts now, and anyone not thinking ahead will be behind. The full report includes:

  • Biggest influencers on their career choices
  • What they look for in an employer
  • How they differ from the generations already making up your workforce
  • Country specific and regional comparisons to the global group
  • How gender plays a role in their outlook
  • Communication opportunities

Order your full report $ »

OR GET

Just the FREE summary »

Gen-Z-500-x-500

Webinar on Gen Z’s attitudes about future careers

In our webinar you’ll come to understand the next cohort of employees, Generation Z, and learn how to future-proof your employer brand. We’ll address:

  • Generational differences
  • The typical Gen Z profile
  • Macro trends affecting Gen Z
  • Why it’s important for employers to communicate to Gen Z and how

Register here

Gen-Z-webinar

 

The Global Cost of Talent

The cost of talent will always be a key factor in employment considerations. Achieving optimum talent attraction requires that you provide competitive wages, but you do not want to overpay. You have to match your employer branding and wages with the salary expectations of the country, market and individual wage earner.

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