What are the difficulties for 70s and 80s generation candidates when applying for jobs in the current period?

Currently, employers tend to favor younger candidates for training and hiring. Many workers belonging to the 70s and 80s generations are feeling disheartened due to a lack of job opportunities, facing numerous challenges when seeking employment. Let's explore the specifics of these challenges through HR2B's article!

Job opportunities are scarce

Many candidates over the age of 30 have to scour dozens of job search websites and browse several hundred recruitment agencies, yet it feels like searching for a needle in a haystack.

The job market is experiencing great fluctuations both domestically and globally during the economic downturn. Many businesses from construction, and real estate to startups have temporarily suspended operations. Many large economic groups have restructured and downsized their workforce from the second half of 2022 until now.

Many candidates born in the 70s and 80s are becoming exhausted from their relentless job search efforts as they struggle to find job opportunities - Photo: Internet

Therefore, many personnel are laid off, including seniors. Suddenly, they lost their jobs and had to start looking for jobs again at the age of 35. Oversupply and lack of demand for labor make job opportunities for the 70s and 80s generations less and less.

Considered "old"

Most businesses prioritize recruiting young people. The age limit is usually under 35 years old, even lower for women (under 30 years old). The 70s and 80s generations are considered to be too old, even though they have the experience and skills to meet the company's requirements.

The label "old" means that employers consider you to be slow and lagging, not updating as quickly as young people. In particular, many employers also believe that older workers will be difficult to absorb and sometimes even more conservative, harder to train than newcomers.

Context of digital technology transformation

With the robust development of Industry 4.0 technology, digital transformation is occurring at a breakneck speed in businesses. The implementation of modern work and management software is helping enterprises streamline their human resources efficiently.

The context of digital transformation makes it harder for 70s and 80s candidates to find a job - Photo: Internet.

Businesses tend to recruit employees internally, that is, take advantage of existing human resources, promote them to higher positions, or transfer them to suitable departments.

Besides, older candidates, no matter how good, will no longer be suitable for the new skills that employers require, typically proficient use of modern technology. This also contributes to narrowing the job opportunities of 70s, 80s generation candidates with many years of experience.

The above are the biggest difficulties that candidates born in the 70s and 80s have to face in the current period. However, you can still overcome those obstacles to find the right job by being confident in your abilities and demonstrating to the employer your attitude and desire to contribute.

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Gen Z job-search and workplace expectations.

Gen Z is the youngest generation in today's society, whose work and lifestyle also pose many differences. The increasing demand for recruiting Gen Z is bringing a fresh breeze to businesses and creating changes in human resources structure.

Let's learn about how they job-search and work, and the steps to build a recruitment plan and solutions to retain Gen Z talent.

Who is Gen Z?

Gen Z is used to describe young people born from 1997 to 2012. Since childhood, Gen Z has been exposed early to technology, thus having a diverse and more realistic view outside of books. 

How to do Gen Z job-hunt and work? - Photo: Internet 

Gen Z is considered the generation that can bring breakthroughs for the development of society.

Job search trends of Gen Z

Below are 7 key trends that recruiters need to grasp:

• About 90% of Gen Z aspire to work for multinational companies or FDI businesses. These companies provide great growth opportunities and environments to young qualified individuals.

Moreover, they also offer generous compensation, optimal working methods, and a system that focuses mainly on the outcome rather than processes, which is extremely suitable for the style of Gen Z.

• Approximately 70% of newly graduated Gen Z desire to work with leaders who have great influence and are inspirational.

• Startups are also the option many Gen Z opt for, this is where they can learn and develop faster than anywhere else.

• Businesses that have spacious working spaces equipped with modern facilities, some even have areas for break time, chatting, and team gatherings.

Gen Z loves a comfortable working space - Photo: Internet

• Apply on high-end recruitment websites instead of directly submitting offline applications or being referred by others.

• Prioritize businesses that provide learning and training opportunities rather than income.

• Prioritize flexibility in terms of work location and hours.

How Gen Z works

Gen Z mostly has strong personalities and very different working styles compared to other generations. Below are some of the working trends that leaders need to know:

Independent, self-directed

In work, Gen Z is extremely independent, self-motivated, and proactive. They are well aware of the increasingly fierce competition in society, and so they work hard and rely on their abilities to achieve their goals.

Gen Z is extremely proactive workers - Photo: Internet.

Gen Z is the generation that has a high capability of self-learning and keeping disciplined. Moreover, they adapt quickly and are proactive team workers that often gain highly productive results.

Flexible and comfortable when working

Gen Z often focuses on task outcomes rather than the amount of time spent working on them. They always want a flexible work environment in terms of hours and locations. Therefore, the remote is their favorite way of working.

Many businesses, when allowing employees to work outside the office, often struggle with clocking systems. GPS clocking software is a great choice for managing this type of employee.

Prefer new and optimal ways of working

Gen Z was born in the technology era, with the emergence of smart devices. This makes digital and fast-paced environments Gen Z preference.

Highly interactive

Young people like to make fun conversations to ease up their working atmosphere. They also often discuss work to come up with new solutions. 

Gen Z likes mutual interaction at work - Photo: Internet.

Many employees have a fear of expressing opinions in front of their superiors. However, Gen Z is usually very confident in expressing their views to their boss, breaking down the boundaries between leaders and employees, so that work can be resolved quickly.

Youthful and dynamic

Gen Z is a very active and energetic person. Therefore, they are usually confident in communicating with colleagues, managers, and customers, reflecting on the results of their work.

 We hope the information in the article is useful for those of you who are working in human resources and want to find the most ideal Gen Z candidates for your company.

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How to seek and retain top talents

Recruiting talent is not just simply a search for employees but also a battle between businesses. Recruiting talent and winning their hearts for the sake of both sides is a very complex puzzle to solve. 

Finding and nurturing talent are top priorities of businesses - Photo: Internet.

In the article below, HR2B will bring you the ultimate tips on how to find and keep top-notched employees, thereby creating a strong team that contributes to the prosperous development of the business.

Secrets to recruiting external talent

1. Advertise your work environment

Each employee makes a valuable marketer. 

Job seekers normally look up information about the businesses they are applying to. They often visit websites to get an overview of the company's reputation and professionalism. 

If the company website is not well designed or boring, there are high chance that talents may feel that the company is not a good fit. Creativity in building brand identity is the key to attracting great people for your business.

2. Hire people who are truly passionate and hardworking

Any employee can comply with a company's framework and policies but it's their passion that truly makes the difference between them. 

Good employees are always hardworking and do their best at work - Photo: Internet.

Candidates who show determination and enthusiasm for their position are certainly outstanding individuals and would contribute enormously to the company in the long run.

Which begs the question: how to spot these passionate, energetic candidates who love their job? The answer is to look into their eyes. 

People who really want you to hire them will look straight into your eyes, answer directly to the point, and not ramble about themselves or ask irrelevant questions. 

Those who can even come up with great ideas and prove that they are serious and prepare thoroughly before coming to the interview.

3. Degrees are not important

Today’s society is caring less and less about what degree one can earn; whoever can do the job wins. Therefore, recruiters should not place too much emphasis on this element. 

It cannot be denied that a university degree is a convincing recognition of your efforts in learning, training, and gaining knowledge. However, it is not an all-purpose key to selecting candidates. 

Degrees are not the top criterion when evaluating talents - Photo: Internet.

Stop asking your candidates which universities they graduated from and replace it with tricky questions that require logical reasoning. Talented candidates will not cease to amaze you with their extremely smart solutions.

4. Listen to the candidate’s interests

Understanding your candidate’s interests is a way to help you know if they are passionate about their work or not. Moreover, people with special hobbies tend to explore, learn and expand their knowledge. 

5. Current staff are invaluable recruitment resources

Pay attention to the most talented group of people in your company. Those are the ones that own very large networks which might find you the perfect candidate.  

Therefore, developing and carrying out a recruitment program with great referral bonuses will encourage your talents to introduce their potential connections to your company.

Effective employee retention strategies

1. Provide competitive compensation

Money doesn't grow on trees. Every single one of your staff is the breadwinner of their family. Whether or not one can stay for the long term depends a lot on the income they are earning at the place. 

Generous compensation encourages high-performing employees to continue to contribute - Photo: Internet.

Develop a win-win mindset between the company and the employees. That is, the greater the business succeeds, the bigger the bonus for talent. A high salary means that the company recognizes the employee’s efforts.

2. Long-term career prospects

Talented people who are not being recognized and are stuck in one position will inevitably feel unmotivated to continue their job. In this case, providing promotion opportunities can create a positive influence to boost your staff's productivity.

Therefore, in addition to a good salary, leaders need to offer professional development opportunities for employees.

3. Care not just for your staff, but also for their family

Companies that care about their employees, especially those that are highly productive and have large incomes, usually have higher employee retention rates than others.

Many businesses are buying health care insurance packages to provide protection for both employees and their families. This is considered the best current treatment regime, helping employees feel valued and committed to long-term work. 

4. Building systematic training programs

Our society is constantly changing, in the way we learn and work. 

In order to keep up with the top talents, companies have to do more than just reward them with money. It is crucial to create professional development opportunities such as additional training courses, or abroad education programs for your employees. 

These benefits will help them understand that the company sees them as valuable assets, thereby influencing them to stay and continue to contribute.

We hope this article can be of help! Contact HR2B if you want to find your ideal talents or receive consulting on high-end recruitment services and methods to maintain employee retention rates. 

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8 tips for building the most effective HR team.

The production and operations of an organization could be severely affected if one does not have a great team. Once failed to meet the company's targets, the finger of responsibility could be pointed squarely at the managers, making them struggle with maintaining a productive working environment. 

So what is the secret to building an effective HR team that contributes to the success of the business? Read this article to find out!

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How headhunters convince a candidate to accept a job offer?

 Headhunters are recruiting experts with years of experience in HR management. Critical thinking, communication, analytical thinking, and negotiation are among the skills that you can expect in a headhunter. Let's look at the strategy a headhunter uses to answer the age-old question of how to get a candidate to accept a job offer.

Have a comprehensive understanding of the candidates

The first tip to secure candidates’ acceptance is to have a full and updated understanding of candidates’ backgrounds, qualifications, career goals, skills, and practical experience.

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Pros and cons of using social networks for recruitment.

 In today's technological age, social media have become increasingly popular as a means of connecting potential employees with hiring managers. But there are still challenges with this approach. In this article, HR2B examines the pros and cons of utilizing social media for hiring purposes.

What is social media recruitment?

Social media recruitment refers to a new way of recruiting. It is the use of social media platforms, such as Facebook, Zalo, YouTube, Twitter, LinkedIn, Pinterest, and Instagram, to find and engage with future employees. 

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Why startups should consider Recruit Outsourcing?

 The ever-evolving nature of the labor market has caused significant challenges for recruiting processes. It also gets worse if the internal hiring teams do not have the contacts and expertise they need. If this is a problem for your company, especially if you are just getting started, you might want to look into outsourcing your talent acquisition. In this article, HR2B will discuss the advantages of this strategy for new businesses. 

High-quality candidate sources

RPO, or recruitment process outsourcing, is proven to improve a company's ability to reach out to specific candidates in the job market. By connecting internal HR teams with candidates, RPO services improve employment prospects.

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