Getting to know generation Z

This article was originally published on HR Reporter

Aislin Roth experienced a whirlwind day in a CEO’s shoes in February. The 21-year-old commerce student at Queen’s University in Kingston, Ont., worked alongside Caroline Riseboro, president and CEO of Plan International Canada, a children’s rights advocate organization in Toronto.

The partnership was part of CEOx1Day, a program organized by executive search firm Odgers Berndtson Canada that paired 18 CEOs with students from universities and colleges across the country. “The value of the experience comes as the CEO earns an opportunity to pass strategy by the next generation, while the student has access to the process of running a major organization,” said Jacqueline Foley, chief marketing officer at Odgers Berndtson Canada in Toronto. “The connections that happen between the students and the CEOs are quite significant and some stay in touch,” she said.

“The CEOs just really enjoy that opportunity to spend a day with these really bright, motivated students and, of course, the students get all kinds of benefits out of the day, as well. They’ve got lots of skills and lots of potential and lots of ambition, but that day with the CEO allows them to really see what leadership is all about.”

One-on-one time

Roth’s day included one-on-one time with Riseboro, an opportunity to participate in an executive management team meeting, and a local event called “Equal Voice” promoting the election of more female politicians. The executive meeting was a highlight for Roth.

“It was great to get to see — at such a high level — how they’re thinking about the organization’s strategic objectives three years out, five years out, what the long-term vision is, and how at a high level, the strategy all fits together,” she said.

Plan International’s youth engagement and marketing teams solicited Roth’s opinions in terms of her typical interactions with non-profit organizations. “I tried to bring a fresh, outsider’s perspective of someone who doesn’t necessarily know a lot about Plan International,” she said. “Real-life experience as a young female in male-dominated workplaces fuelled her contribution to the discussions,” said Roth. “It’s been an incredible experience,” she said. “It’s given me a lot more respect for some of the challenges leaders face, and the things that motivate them to come into work every day.

Riseboro shared advice on managing differing opinions, the importance of showing concern for personal well-being and work-life balance, as well as strategies to better prioritize work objectives. “A key takeaway has been ‘How do you make sure you’re spending your time on the things that help the organization the most?’” said Roth. “As a CEO, you have so many people asking for your time.”

Insights for leaders

Now in its sixth year, the CEOx1Day program is meant to provide insights into current business environments for both current and future leaders, said Foley. “Companies today are really looking to engage their employees more, and connect to the future — the high potentials, the next generation — and keep them engaged.” Knowing Roth wanted to connect the dots between learned theory and real-life business activity, Plan International worked hard to create opportunities where she could meaningfully engage in discussion, said Riseboro. “We were really purposeful to have Aislin be part of our executive management team and feed into the discussion and give us advice on some of the topics that we were covering.”

Riseboro appreciated getting a sense of where the next generation of leaders find value. “We are trying to solve century-old problems of poverty and gender inequality, and we want to attract the best and brightest minds like Aislin and others,” she said. “Plan’s mission is really trying to advance children’s rights and equality for girls. It’s so important to expose young women to CEO roles and leadership roles. Because often what we find is that young girls actually perceive that they have fewer opportunities because of their gender.” 

“While her eventual career remains unknown, a leadership position is on the radar”, said Roth. Ideally, she’d like to join a team with international scope that is intellectually curious and includes participants from diverse backgrounds.

Gen Z arrives

For the first time, participating organizations in CEOx1Day welcomed gen Z participants — age 21 and under.

Mary Barroll, president of TalentEgg, an employment agency in Toronto that supports CEOx1Day, comments on this. “The priorities of generation Z are unlike those of its predecessors,” she said. “It has a great deal to do with the fact that they were raised in the shadow of a recession — a very different time than when many millennials were raised… growing up in a booming economy where there were endless opportunities.” “Gen Z workers respond best to employers that care less about the bottom line and more about making a positive impact on society via meaningful employee experiences”, said Barroll. They are expected to stay in their first job longer, looking for skills development over and above compensation. Unlike millennials, it’s less about flextime and more about experience, skills development and direct contact with supervisors, she said.

“Their attitudes towards work are quite different in terms of job security,” said Barroll. “Allowing them an opportunity to see how they could progress, and giving them guidance about what steps to take in order to succeed… is really important.” Alongside consistent stimulation and learning, an inclusive culture with a focus on corporate social responsibility is very important to gen Z workers, she said.  Employers may need to revamp recruitment and benefit practices to adapt to the influx of these workers, said Barroll. “Organizations should highlight their commitment to their core values — as reflected by their corporate social responsibility initiatives — and develop volunteer programs that build deeper relationships with young talent.” “A lot of that has been addressed in some big organizations,” she said. “Many others have not… adapted to the new reality and are still utilizing things that used to work in the past. And they’re really challenged when they’re in a competitive environment for top talent — positioning themselves in the best light possible — because they haven’t understood that the values of young people today are quite different than those were 20 years ago.”

Differing motivations or not, ambition, curiosity, resilience and the ability to inspire will continue to be core leadership skills — both today and tomorrow, said Jacqueline Foley, chief marketing officer at Odgers Berndtson Canada, the organization behind CEOx1Day.

“The skills that make leaders successful today are still very much the skills that we see in these future leaders.”

TalentEgg is nominated for the 2019 HR Reporter Readers’ Choice Awards!

We are so very egg-cited to be honoured as a nominee for the 2019 HR Reporter Readers’ Choice Awards!  

TalentEgg has two very important missions:

1. To help students and grads make the school to work transition and find rewarding careers;  and

2. To assist top Canadian employers to find the best young talent and enhance their Employer Brand to attract and engage tomorrows leaders.

We continuously invent new ways of achieving both – from producing custom employer branding editorials and videos to social media outreach strategies and egg-citing case study competitions and contests, we do it all to be the best job board and career resource for young job seekers and employers alike.

There is no greater reward than knowing that our efforts are meaningful and have a positive impact on our community. That is why being nominated for the HR Reporter Readers’ Choice Awards is so important to us – it’s the proof that what we are doing makes a difference!

Being nominated is truly an honour, but it’s also just the first step in the process. The awards program is designed to give a voice to the readers to vote for those who are the best in their industry. This is where you come in – we need your help to win! Please take a moment to vote for your favourite job board and career resource for top young talent and top employers here. We’ve been nominated for the preferred Job Board and Specialized Recruitment Agency.

While you’re there, please show some love to our eggstraordinary sister company CharityVillage that was also nominated in the preferred Job Board category.

Thank you for helping us get to where we are today after 10 years of serving the Canadian TalentRecruitment and HR industry. With your ongoing support, we will reach even greater heights and will be able to serve you even better!

The Finalists for the Employee Recommended Workplace Award Have Been Announced!

TalentEgg, CharityVillage, and Bmeaningful are proud to be the Recruitment Community Partners with The Globe and Mail and Morneau Shepell to recognize the best workplaces in Canada in the National Employee Recommended Workplace Award. The Employee Recommended Workplace Award recognizes excellence in achieving a healthy, engaged and productive workforce. It is the only award of its kind that is based entirely on feedback from employees, because when you put in the effort to make your workplace amazing, your people notice!

We would like to congratulate the 2019 Finalists for their accomplishment. To view the full list of finalists see the Morneau Shepell and The Globe and Mail announcement here.

From 75 Finalists, winners in 12 business categories, including not-for-profit, will be announced at The Globe and Mail Solving Workplace Challenges Summit at the Globe and Mail Centre in Toronto on March 19, 2019!

Whether you are a small, medium or large enterprise company or nonprofit organization or government, there’s an Award category specially designed for you. Find out more about the awards. The 2020 Employee Recommended Award Program will launch in April 2019. For more information on the awards and to register online, please visit employeerecommended.com.

Don’t miss this chance to engage with your employees and celebrate your successes in improving your organization’s workplace. Show off your efforts and apply for this innovative Award today!

6 Tips For Creating A Winning TalentEgg Awards Application

It’s that time of year again! The applications for the 2019 TalentEgg National Campus Recruitment Excellence Awards & Conference are officially open!

The #TEAwards are an egg-cellent opportunity for top employers, career centres and educational institutions to be recognized for their egg-ceptional work, as well as gather valuable feedback from students and recent graduates on their campus recruitment initiatives.

We know you’re ready to get cracking on those submissions, but before you do, we wanted to share a few of our top tips and tricks for crafting an award-winning application.

1. Get organized

The first thing you should do is decide which award categories best fit your initiatives – and with 17 awards, you have plenty to choose from. To get started, make a shortlist of the ones you want to apply to and carefully read through the descriptions to ensure your team’s efforts meet the outlined criteria.

Here are the categories for this year’s TalentEgg awards:

EMPLOYER AWARDS

  • Best Grad Program
  • Best Campus Career Website
  • Best Internship/Co-op Program
  • Campus Recruiting Program of the Year
  • Campus Recruiting Program of the Year for a nonprofit NEW!
  • Campus Recruiter of the Year (Individual)
  • Campus Recruiter of the Year for a nonprofit (Individual) NEW!
  • Best Recruitment Marketing And Outreach
  • Best Social Media Presence
  • Special Award for Social Responsibility in Recruiting
  • Best Campus Ambassador Program
  • Best On-Campus Student Engagement Strategy
  • Best use of AI in Recruitment NEW!

EDUCATIONAL INSTITUTIONS

  • Best Contribution To Student Career Development
  • Special Award For Innovation By A Career Centre
  • Best Digital Recruitment Campaign By An Educational Institution
  • Career Coach of the Year (Individual) NEW!

For more details, head to our website!

2. Gather your materials

Each awards submission is composed of two parts. The first is the mandatory online application. We ask all applicants to fill out a short form and provide a brief overview of the initiative being submitted for review.

Note: The Campus Recruiter of the Year and Career Coach of the Year (Individual) awards application are slightly different. For these awards, we ask for a short description of the nominee’s achievements.

The second component is the supporting documentation. We request all documentation to be presented in PDF format and attached with the application form. For this part, you can embed links to online presentations, websites, or other types of media to support the application and demonstrate the impact of your efforts.

Over the years, we’ve noticed that our judging panel tend to favour applicants who are able to support their achievements with solid evidence. Speaking of which…

3. Know your audience

Your work will be judged by an eggs-clusive panel of top students. In other words, your target audience for your campus recruitment initiatives. Therefore, to help ensure your application is well-received, you need to tailor it for a younger demographic.

Here’s what we recommend:

      • Use terminology that everyone can understand. Avoid industry jargon words and phrases.
      • Communicate in a Gen Z and Y-friendly voice. Aim for casual and conversational, but still professional.
      • Speak directly to the wants and needs of students. Check out our Guide to Campus Recruitment to get key insights from students & grads.

4. Show your work

So you think your organization had the best recruiting program of the year? Great – we want proof! Including quantitative data like statistics or percentages can help strengthen your claims and create a comprehensive application.

Another factor all winning applications have in common? Visual appeal. To stand out to the judging panel, try:

      • Using a style and branding that is similar to your other campus recruitment material.
      • Incorporating visual evidence, such as screenshots, logos, videos, etc., to illustrate your application.
      • Including pictures of your student/new grad employees and/or campus recruiters to help the judges better connect with your organization.

5. Keep it concise

With so many submissions to evaluate, most of the judges will likely only spend a short time evaluating each application. A text-heavy application will not appeal to a Gen Z and Y audience. The key is to provide as much detail as possible, but also keep it concise.

To do this, include only the most relevant and impressive information and use bulleted lists or graphs to convey your points wherever possible. Also remember that you can provide links to any social networking accounts, online media, and additional information you want to include.

6. Be creative

Don’t be afraid to flex those creative muscles when crafting your application! The goal is to create a submission that stands out from the competition in a memorable way and the best way to do that is to be innovative.

Think outside the box by leveraging new technology as much as possible. For example, you could create a video or a slide deck for your application instead of a traditional text document. You could also use infographics to represent your data in a modern and visually appealing way.

Just make sure that the end result is accessible and easy-to-navigate. It doesn’t matter how flashy your application is – if the judges can’t understand it, they can’t engage with it.

Follow these tips and you’ll be well on your way to creating a top-notch #TEAwards application. Good luck!

 

Interested in sponsoring the event? See the sponsorship opportunities here!

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