The generation Alpha, made up mainly of the children of millennials, born after 2010, is close to entering the workforce. This generation was raised in an environment where technology is an integral part of their daily lives.
According to data from the World Economic Forum (WEF), it is estimated that by 2025, this generation will represent 2.2 billion individuals worldwide, thus becoming the largest in history. In addition, it is estimated that 65% of Generation Alpha will occupy jobs that do not yet exist.
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With exceptional digital skills, The new generation demands an innovative approach to recruitment, retention and professional development in organizations. Adapting processes to attract and retain this emerging talent is essential for success in the fourth industrial revolution.
“The arrival of Generation Alpha poses unique challenges and opportunities. According to some of our analyses, Generation Alpha has the potential to drive an increase of around 30% in productivity across the entire HR value chain in the short term. Adapting talent attraction, retention and development processes to these new realities becomes an opportunity to innovate and optimize traditional methods now.”says Margarita Maldonado, Associate Manager of PageGroup.
Continuous technological innovation, supported by artificial intelligence (AI), will enable the development of new jobs and more productive working days. It is crucial for the human resources area to know recruitment tools and methods that attract digital natives and adapt to their preferences, even virtual interviews using technologies such as the metaverse, since despite being knowledgeable in digital environments, high exposure to screens has generated challenges in face-to-face interaction with people.
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Companies that adapt to the needs of Generation Alpha by using advanced technology in their human resources processes They will be the leaders in building engaged and productive teams in the digital age.
In this regard, PageGroup makes eight recommendations so that talent areas are ready to receive this new workforce.
1. Adoption of advanced technologies
Generation Alpha has grown up with digital technology as an integral part of their lives. Companies must embrace advanced tools and platforms, such as artificial intelligence (AI) and the metaverse, to attract and retain these emerging talents. Virtual interviews, the use of mobile applications for human resource management and the implementation of online collaboration platforms are essential.
2. Promotion of continuing education
The jobs of the future will require skills that have not yet been fully defined. Companies must foster a culture of continuous learning, offering training and professional development programs that adapt to new technologies and market trends. This includes online courses, interactive workshops and mentoring programs.
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3. Promotion of labour flexibility
Generation Alpha values flexibility and work-life balance. Implement Flexible work policies, such as teleworking and adjustable work schedules, will be critical to attracting and retaining these young talents. In addition, creating work environments that foster creativity and innovation is crucial.
4. Focus on well-being and mental health
High exposure to technology can lead to challenges in mental health and well-being. HR departments should implement wellness programs that include psychological support, stress-reduction activities, and promote a culture of work-life balance. The overall well-being of employees should be a priority.
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5. Integrating diversity and inclusion
Generation Alpha is diverse and global. Fostering an inclusive work environment that celebrates diversity is essential. Companies must implement policies and practices that promote equal opportunities, inclusion and respect for all people, regardless of their origin, gender or abilities.
6. Transparent and open communication
Generation Alpha youth value transparency and open communication. Companies must establish effective and accessible communication channelswhere employees can express their ideas, receive feedback and be informed about decisions and changes within the organization.
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7. Personalization of the employee experience
Each individual of Generation Alpha is unique. Companies must personalize the employee experience, adapting retention strategies and development to individual needs and preferences. This includes recognition of achievements, adaptation of roles and responsibilities, and creation of personalized career plans.
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8. Preparing for the future of work
The jobs of the future will be influenced by continuous technological evolution. Human talent areas must be prepared for these changes, anticipating new labor demands. and adapting their strategies accordingly. This includes collaboration with educational institutions and participation in forums and conferences on the future of work.
CONSTANCE GOMEZ GUASCA
PORTFOLIO EDITORIAL
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