The job market has shifted through generational shifts, economic growth, and fierce competition among Gen Z professionals entering the workforce. This post will analyze how hybrid work trends have impacted the job market and specific professions post pandemic. According to a report by Lighcast, titled “The Rising Storm; Building a Future Ready Workforce to Withstand the Looming Labor Shortage,” young professionals have a different thought process when it comes to job selection compared to older generations. For example, “Higher education leads to the job I want,” or “I will move to get the job I want.” The pursuit of a fulfilling career is more evident than ever, and the conversation surrounding the “why” behind the job hunt has become more compelling as new factors increasingly influence the search.
When Institutional Knowledge Retires from the Public Sector
For public sector employers, being able to answer the “why” is even more important as those possessing institutional knowledge retire. Fewer young people with potentially long careers are being attracted to the public sector. (See featured image.)
Know their priorities
There are pros and cons that impact the attractiveness of any job opportunity. Gen Z is the most diverse, most educated, least experienced generation. They tend to prioritize location, flexibility, and have a deep desire to contribute to purposeful work. Gen Z also looks forward to creating a community at work.
Employers need to understand why location and place matter for the younger population of people entering the job market. “Location” may be where an individual may be employed. “Place” is what the individual is working for such as opportunities for enriching relationships, entertainment, and experiences. Young professionals either want to move out or back to their hometowns, stay where they graduated from college, or try something completely new.
Mold their perceptions
Work Environment
Some young professionals have preconceived opinions of public sector work. For instance, employees could be working with a larger group of people. This could lead people assume there is a lack of close relationships with coworkers. However, a bigger group of people could expand their connections and network.
If a small village administrator had to write a job description for an economic development coordinator position, here is a list of words or phrases that would attract a Gen Z to the position:
- Community atmosphere
- Flexible or hybrid schedule
- Variety of coworkers from various backgrounds and experiences
- Welcoming staff
- Impactful work
Benefits & Amenities
While public sector employers may offer more stability with benefits, private sector work may offer greater flexibility. The Bureau of Labor Statistics shares that people with a bachelor’s degree or higher have greater opportunities to work remotely. Teleworking is also seen less frequently in part time work. Teleworking occurs in business management, professional administration and support jobs. The list of in-person, on-site jobs includes construction, transportation, and production jobs. The crossover aligns for planners and developers in council meetings and site visits, where professionals have to go to the site to check on the progress of the project.
Private sector positions could also offer faster career development and individual opportunity. Some private sector jobs are within smaller organizations to the public sector. This can result in the position requiring more responsibility. More responsibilities can push an individual’s career further, faster. However, it may result in more hours and work on the forefront.
Similar to the idea that there are different push and pull factors for young professionals in terms of location, there are also different push and pull factors per individual for preference in public sector or private sector work.
Meet Them Where They Are
Employers should place job positions on online platforms. LinkedIn and Handshake are two examples of platforms frequently used by young professionals. Handshake is a similar platform to LinkedIn that partners with universities to help students grow their connections throughout their job search. Instagram is another way to get in touch with young professionals. This platform is much more casual than the two previously mentioned, however, it could be a good way for the potential candidate to get to know the “personality” of the community or organization.
Another way to attract the right applicants for jobs in planning, development, or consulting firms is to approach universities with specialized programs. Students are always actively looking for jobs, and most of the time are willing to relocate.
Adding videos to job postings that showcase what is in and around the job position can show future jobholders what their life could look like outside of the workplace. Romanticizing this can encourage young professionals to move to a new location they have never lived before for work opportunities and experience.
Conclusion
Due to retiring baby boomers, declining birth rates, incarceration and addiction, the labor shortage an economic pain point that may only increase in the years to come. Employers need to sharpen their competitive advantages for top talent with long careers ahead of them.
Additional Resources
- Engaging Gen Z: A How-to Guide for Employers Part 1 and Part 2.
- Winning the War for Talent: Recruit, Retain, and Develop The Talent Your Business Needs to Survive and Thrive by Chris Czarnik
