Page 18 - BusinessWest July 25, 2022

Hiring
Continued from page 16
economists in June, and its consen- sus forecast was that unemploy- ment will be 3.9% at the end of this year and 4.6% by the end of 2023. That rate would be higher than what economists are looking at now but, by historic standards, a much lower unemployment rate than is typical for a recession.
“What we may be looking at for
the moment here is a jobful reces- sion, rather than a jobless recovery,” Geehern said. “In the sense that job creation has slowed down, it certainly slowed and is out of sync with what we perceive as the decline in output. And those are two things you look at when you want to gauge if we’re in a reces- sion or not: what is happening to eco- nomic output and what is happening to employment.”
Elaborating, he said that as eco- nomic output goes down, unemploy- ment generally goes up. This time around, the economic output went down in the first and second quarter, but the job market has stayed resilient.
Whether things will stay that way remains to be seen. For now, and for the foreseeable future, what Wise calls an anomaly will be the status quo. u
Kailey Houle can be reached at [email protected]
Gen Z
Continued from page 17
ferent people to go to with questions, improves motivation and account- ability, and fosters a teamwork-driven environment.
Another important consideration
is that many Gen Z workers enter-
ing the employment market have just completed school during a global pan- demic. This has fostered adaptability to different styles of working and learn- ing, as many recent graduates were required to manage their own time and resources with remote education. Employers should try to mirror this and offer similarly flexible work hours and locations.
Companies need to ask themselves, are we truly devoted to our employees maintaining work-life balance? Taking this non-traditional approach can, in turn, allow employees to pursue other interests and certifications. Genera- tion Z is very aware of the importance of mental healthcare, often seeking out employers that understand and support a balance between their work and personal pursuits, from time with friends and famil to higher education or community events. Allowing more flexibility for staff ultimately makes for a happier work environment and more productive, connected employees.
Employers can successfully inte- grate and take advantage of the strengths of Gen Z new hires if they
take a multi-faceted and individualized approach. This can be encompassed with the collaborative work environ- ment, as well as flexible work hours and locations arranged to accom- modate the needs of each individual. Employers need to allow for indepen- dence — showing that they trust and value contributions — while also set- ting clear expectations and providing consistent feedback to foster growth. This will create a sense of empower- ment, which will be a vital trait for these future leaders.
For this more hybrid, flexible strat- egy to work effectively, communica- tion is essential. Whether it be a quick phone call, email updates, or regular in-person check-ins, setting standards for communication will help to keep everyone on the same page.
It is important to understand that there is no cookie-cutter approach that will work in all cases, and employers should not try to generalize a strategy for all young applicants. Perhaps the most important thing employers can do is set aside preconceived notions about the generation, and instead look at each candidate as an individual. They should consider the ways in which each individual learns best, as well as the specific projects assigned. What is the overarching goal of the project, and what is the key takeaway that can be taught? Where can we allow for flexibility to best accommo-
date their needs and set them up for success?
For Gen Z applicants, it is important to remember that what is valued most by employers is a positive attitude and a willingness to learn. Beyond this,
new hires and even current employees should always look for ways they can pull down tasks from higher-ups; offer- ing time to check in and help on any available tasks will show initiative and generate more respect. Employ your strengths in digital communication and technology, but be open-minded and use your first few years to further diversify and learn as much as you can from those around you. Immerse your- self in your environment and seek out opportunities to bond with your co- workers and make connections. Net- working not just outside of your com- pany but within it as well will help hires work well with a variety of people and grow invaluable interpersonal skills that cannot be taught in a textbook.
With compromises in attitude and an appreciation for change and devel- opment from everyone in a workplace, employers will be able to reap the ben- efits of the upcoming generation of workers and future leaders. u
Kelly Moulton and Mia McDonald are associates at the Holyoke-based accounting firm Meyers Brothers Kalicka, P.C.
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