Many employers are unprepared for the expectations of first year employees, who increasingly want promotions and new opportunities in their first year with a new company. As discussed in the article referenced below, there are many ways to approach this issue. However, when employers have no suitable response, the impact to employment brand can undercut both retention and recruitment.
This presents an opportunity for proactive organizations seeking an advantage in the war for talent. Career opportunity is a critical driver in today's candidate market. Organizations who can show candidates a defined career path, and set clear expectations even before someone joins the company, are ahead of the game. This requires a thoughtful and holistic approach to managing and attracting talent.
Candidates in today's market are sophisticated and have access to amazing tools to evaluate potential employers. Companies who ensure recruitment efforts are aligned with retention and utilization strategies of current employees have the upper hand.
More than 75% of Gen Z members believe they should be promoted in their first year on the job, according to a recent survey of 1,000 participants ages 18 to 23 by InsideOut Development, a workplace-coaching company. Employers see similar patterns among younger millennials in their late 20s and early 30s.