People and organizations will come out of the COVID-19 crisis changed, if not transformed.
Next gen talent—specifically younger Millennials and older Gen Zs who grew up digital and came of age during the global financial crisis and the COVID-19 pandemic, respectively, have been shaped by this disruption in meaningful ways.
C-suite executives investing in their talent pipeline and preparing to recruit and retain young, high-potential candidates would do well to consider the social and professional impact of the pandemic on these future leaders.
NEXT GEN SNAPSHOT
Multiple researchers on generational ‘types’ indicate that Millennials, born from 1980 to 1995, tend to be willing to compromise, have learned to be self-sufficient, and want to contribute. They are more likely to change jobs and careers than are the generations that precede them.
The global financial crisis of 2008 left Millennials under-employed, and now the pandemic has forced many Millennials, already disproportionately impacted by debt, to postpone milestone events such as marriage, having children, buying a home or starting a business.
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