HR Director gave advice on working with zoomers

To attract zoomers, more than half of employers are willing to pay them above the market. However, this approach does not solve the problem of retaining young employees. Valentina Romanova, HR Director of the Level Group, told Izvestia about this on December 27.

According to her, a decent salary for zoomers is a hygienic minimum, or a filter that only allows you to pay attention to the vacancy.

"Companies that do not meet salary expectations are the first to be filtered out of Generation Z. But it's frivolous enough to assume that this is the end of it. As soon as the first filter is passed, several more immediately appear: how well the company's corporate culture is developed, employee care programs (real, not nominal), and what other tasks I will perform and whether I have the opportunity to try myself in different directions," said the expert.

According to Romanova, zoomers stand out for their desire for inner freedom and attention to their own needs, which must be taken into account by employers. Young professionals are characterized by high autonomy in work processes and a conscious desire for a balance between professional and personal life. They focus not on a tight schedule, but on their own resources: they actively engage in tasks when they feel energy, and pause in its absence.

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Unlike representatives of the older generations, zoomers are more attentive to the distribution of forces and are not ready to work "for the sake of work." For them, meaning, value alignment with the company and the ability to act without unnecessary restrictions are fundamentally important, therefore, when hiring young employees, it is important for the employer to clearly formulate their values, create a space for experimentation and self-expression. In such conditions, zoomers are able to unlock their potential and bring new ideas and innovative solutions to the business.

The HR Director stressed that along with the corporate culture, it is important for young professionals to form a support system, which is now perceived as the basic standard. We are talking about psychological assistance, sports activities, VMI, hotlines and other initiatives related to the well-being of employees. According to her, such programs demonstrate that the company sees people not just as a labor resource, but takes into account their values, lifestyle and personal needs, which is especially important for zoomers.

Romanova also advises developing internship programs. According to her, about 70% of interns from Generation Z join the staff every year.

"This allows us to grow an employee within the company from scratch — from students to initial positions, to give them freedom of expression, new projects and experiments. As a result, we get productive, smart, talented guys who turn out to be even more competitive than those who can be taken from the market. This approach ensures loyalty: they develop with us, feel supported and stay for a long time," the specialist concluded.

Minister of Labor and Social Protection Anton Kotyakov on Tuesday, February 10, spoke about a federal program designed to help graduates of schools and universities find a job in their specialty, rather than go into the delivery industry. According to him, couriers do have a good income, but it is necessary to reverse the trend of graduates entering this profession.

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