“It’s getting harder and harder for us to find young talents. What could we do to make our company attractive to today’s applicants?” This is the question a Human Capital Manager of a group of aviation companies asked herself.

“The Z-Generation has the enormous advantage because it is a highly competitive product,” Dr. Monika V. Kronbügel (PhD.), CEO of Global DiVision, affirms. “They are aware of this aspect and you can clearly feel their counterpart, for example, during job interviews.” The changing needs of new entrants has become a general phenomenon: “It starts with the painter around the corner and goes all the way to companies of the IT branch”.

Empty status symbols are out for all who were born after 1997 – they are really frowned upon by them. Who works overtime all the time is not particularly “important” and successful – she/he is simply badly organized and more pitied than admired.

The young beginners want to realize themselves in all directions. On the job, they are highly motivated, highly committed and creative. However, their spare time, family and friends are just as important to them as for them the first thing is personal development. In all respects.
Therefore, the salary is not of prime important as it was during the last decades. The new currency of the labor market is the qualification. This is the future security of Generation Z.

“Nowadays groups focus more on the requirements of medium-sized companies,” this is what Dr. Monika V. Kronbügel (PhD.) knows. “Structure, security and employee loyalty – to mention an example, one of my customers once advertised the idea: We have not terminated anyone since 15 years. The job beginners return this loyalty undivided to the company”.

Is your Company after „X“ and Y“ also prepared for „Z“?