YOUTH KNOWS, IF AGE COULD

Matt Love-Smith • Sep 20, 2021
Although figures vary slightly, around the world Millennials now make up roughly one third of the workforce, and will soon be in the majority. Although this new generation of worker is more connected than ever with their peers via digital technology, their connection with employers appears to be faltering. Often viewed as job-hoppers with a disdain for traditional hierarchies; this highly educated generation has some employers scratching their heads on just how to keep them engaged.

Many of today’s employers do not appear to understand the mindset of this new generation. They assume they know what Millennials want, offering perks that aren’t valued, while missing out on what does matter to them.

So, what is it the Millennials want?

Here are three simple things a Company can offer to keep Millennials engaged.

  1. Meaningful work and a connection to the company: Companies need to show this emerging workforce the contribution their role is making. Let them see the big picture, and how a successful company functions. Millennials aren’t satisfied simply punching a clock, they want to understand how they fit in. They want a job that fuels their sense of purpose. By meeting this need, companies are more likely to retain these workers. The most successful companies tie this purpose to their brand, differentiating themselves from their competitors. Successful employers also provide opportunities for their employees to learn and grow; something that Millennials considered important.
  2. Feedback (in both directions): It’s a myth that Millennial’s have no respect for leaders, they just don’t feel the need to respect authority just because it’s there. For them loyalty must be earned. But once it has been earned it is one of the main reasons Millennials stay in a job. While dissatisfaction with a manager is a major reason for them leaving. Millennials aren’t interested in old-school hierarchies, and the days of top-down management are fading fast. If employee feedback is constantly ignored it is likely your Millennial employees will look elsewhere for work. Companies instead need to encourage two-way communication. Giving feedback to young employees, while also listening to their ideas increases their sense of value. People need to know they’re being noticed.
  3. Flexitime and a work life balance: Another myth is that Millennials aren’t willing to put in the hours. The truth is they view time differently. Millennials live in the time frame based on right now. The world has proved to them that nothing is a guarantee. They no longer believe in job security, making them much more likely to job-hop. A lack of flexibility in their work or hours is a big reason Millennials quit. Work-life balance is one of the most significant drivers of employee retention among Millennials. This technological generation, able to work anywhere with an internet connection, don’t see the need to sit at a desk for a set amount of hours. A company that doesn’t offer some flexibility in work arrangements is unlikely to retain young professionals.
One final thing, research has found that younger workers placed a high priority on helping people in need. An employer willing to allow their staff to use company resources and time to help their community will in turn allow their employees to feel good about the company and the role it plays in society. When it comes to a meaningful philosophy to live your life by, sometimes youth knows more than age gives it credit for.

Matt is a Director of The Talent Hive and leads the Engineering recruitment practice within the business. Originally from the UK he’s been living in New Zealand for 13 years. Matt is a retired ‘amateur’ athlete who has given up chasing great marathon times for chasing his young children around the park, a far more worthy (if not exhausting) pursuit.

At The Talent Hive we specialise in connecting IT & Engineering professionals with the right career opportunities. We encourage collaboration, socialising your success and sharing industry insight and expertise. Start the journey, connect with The Talent Hive today.

Temp & Contract Recent Trends

01 May, 2024
The economic conditions are influencing the contract employment landscape in several ways. Here are some of the trends Talent Hive has seen recently.  Demand Shifts NZ firms facing economic headwinds are hesitant to commit to FTE hires but with projects and deadlines still to deliver on, there is likely to be more reliance on temporary and contract solutions to manage workloads in the coming months. Available Talent Although not widespread, layoffs and restructures in the Tech sector could lead to a larger pool of candidates available for temporary and contract work, and Talent Hive has seen an increase in enquiries from people looking to understand how they might set themselves up for contract engagements. This has the potential to increase competition but could also provide businesses with access to qualified talent on a flexible basis. Tech Sector Specifics We are seeing an increase in demand for contract staff recently, particularly Software Developers, Integration and Solution Architects, and Business Analysts. This upswing in demand is reflected in the recent Seek job listings data. There are 207 Contract IT/Tech roles advertised on Seek today and 23% of those contract roles have been listed in the last 7 days. 52 of the 207 contract roles advertised are for Software Eng/Developers with 30 listed ads for Contract BA’s. Wage Control In Stats NZ’s latest update, New Zealand's salary rates actually increased by 4.1 percent in the year to March. That labour cost growth slightly outstripped inflation, which was sitting at 4 percent. Contract hourly rates in the Technology sector have stabilised in recent months as hiring demand has decreased and we may even see hourly rates come back a little, particularly for role types where there is an oversupply of contract talent. Hybrid Work Trend One trend we are certainly seeing in the contract market are fewer remote work opportunities. Increasingly there is a requirement for contractors to have the ability to work some of the week at a designated office and this is restricting the opportunities contractors are able to go for. Full remote work options aren’t completely gone but they are significantly reduced. Contract candidates must be open to in-office work for at least some portion of their engagement. Overall, the current climate creates a complex landscape for both businesses seeking talent and professionals exploring temporary and contract opportunities. Success for Contractors will depend on adaptability, flexibility around rates, and contract length. Talent Hive's Value Talent Hive's understanding of the current market dynamics, along with our strong network of skilled professionals, positions us uniquely to support both clients and candidates Addressing Uncertainty: For businesses navigating hiring uncertainty, Talent Hive offers flexible staffing solutions. We have access to contract talent that are ready to fill immediate skill gaps and help organisations manage fluctuating workloads. Beyond Just Tech Skills: We understand that finding the right technical expertise is only half the battle. Talent Hive's strong connections within the contractor talent pool allow us to identify professionals who are not only technically capable but also a strong cultural and organisational fit for our clients. This approach ensures smoother onboarding and a positive impact for both the contractor and the employer. We would like to share some of the contractors we’re working with at the moment. Click below to view some of the great IT talent we're working with to find roles at the moment.

We won at the SEEK awards!

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We're extremely proud to say that we won at the SEEK awards: Small Recruitment Agency of the Year!

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