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親愛的安妮：我在一家中型消費品公司上班，我的團隊準備在秋天到大學去，見見可能來上班的實習生和新員工，他們將在明年1月或者春季畢業。我的一位同事說，我們最好堅持過去幾年的做法，也就是把重點放在80、90后關心的東西上，比如有機會學習新技能，可以在家上班，以及公司通過積極發起志愿者活動給了人們回饋社區的機會。這位同事認為95、00后跟80、90后不會有多大區別，但情況確實如此嗎？我可不想錯過任何可能讓我們更吸引這幫孩子的東西。你怎么看呢？——密歇根州的馬蒂。

親愛的馬蒂：你問的真是時候。1995年出生的，或者說95、00后里面最大的成員今年將年滿21歲，這就意味著其中一些人已經是2016年的應屆生。95、00后的人數遠少于80、90后，所以丹·布萊克認為“對他們的爭奪會很激烈”。他說你和你的同事都是對的。“從某些角度而言，80、90后和95、00后非常像，但也有一些有趣的差別。”

作為大型審計咨詢機構安永的美國招聘主管，布萊克仔細考察過95、00后對他們第一份工作的期望。比如說，今年夏天安永的實習生幾乎有4000人，他和其中許多人都見過面而且交流過；安永最近在全球范圍內調查了3200名95、00后，問題是他們覺得在什么樣的公司上班最放心。布萊克還在大學里主持了一系列非正式“員工大會”，邀請大學生和當地高中生來談一談他們如何看待自己的未來。他說：“這些人一點兒也不拘束。和相同年齡段的80、90后相比，95、00后對自己的目標要有信心的多，也堅決的多，而且對用人單位的了解程度也遠遠超過前者。”

和80、90后一樣，許多95、00后都說他們想做“能帶來改變”的工作，并對世界產生積極影響。但他們比80、90后更擔心就業是否有保障。布萊克指出：“金融危機時他們正處于非常容易受影響的年齡。在這場20世紀20年代以來最嚴重的經濟滑坡中，許多95、00后目睹了父母在工作上的遭遇，這確實對他們造成了影響。”受此影響，布萊克發現95、00后比80、90后更傾向于在一家公司培養技能和塑造自己的職業生涯，而不是在各個公司之間跳來跳去。

對于今年秋天在校園里跟年輕的潛在員工說些什么，布萊克有三項建議：

貴公司的工作怎樣惠及整個社會。“你們不必假裝成發展中國家援助組織，但一定要說明貴公司對公眾利益有怎樣的貢獻。”布萊克還說，所有希望“較少談及工作內容，更多地說說工作目的”的用人單位幾乎都可以這樣做。比如說，布萊克以安永的審計和稅務部門為例，這份工作“咋一看不會讓人覺得興奮。但如果能很好地完成工作，我們的客戶就能在財務方面做出更好的決定，進而獲得更多利潤。這會創造更多就業機會，從而讓整個經濟更加強健。”

就當下而言很重要的福利。就算貴公司的退休待遇非常棒，對95、00后來說其吸引力也過于遙遠。因此，要更多地談一談你們的福利可能對他們，嗯，30歲之前的生活可能有何影響。舉例來說，貴公司對帶薪親子假有哪些政策？如果有的話，你們的學生貸款償還計劃是怎么樣的？布萊克說：“要記住，95、00后的打算要短的多。他們真的想聽聽今后幾年自己就能用得上的福利。”

量身定制的職業發展道路。布萊克說：“95、00后習慣于所有東西都是專門定制的，從播放曲目到新聞推送，再到各種各樣的產品功能。他們從小到大都有這樣的期望。”這一點甚至比80、90后還要突出。“因此，在你們力所能及的范圍內，強調貴公司愿意而且能夠制定基于他們的特長并能幫助他們發展興趣的職業發展道路。”

另外，還有一條思路可能對你們有用。設在芝加哥的就業推薦和招聘機構LaSalle Network最近調查了約3000名應屆生，而且有了一些意外發現。比如說，和許多80、90后不同，2016年的應屆生對在家上班似乎并不關心，只有10%左右的受訪者說這會影響他們的就業選擇。相反，這些應屆生把“發展機遇”作為首要考慮因素。所以，這項調查的建議是，當你們見到他們時，“和他們分享一些內部升遷員工的故事，”，并且描述一下目前你們所招聘職位的潛在發展前景。

祝你好運！（財富中文網）

譯者：Charlie

審校：詹妮

Dear Annie:?My team at a mid-sized consumer-goods company is getting ready to start visiting college campuses in the fall, meeting potential interns and new hires who will graduate either in January or next spring. One of my colleagues says that we’d do fine sticking to our approach for the past few years, which has emphasized the?things Millennials care about, like the chance to learn new skills, the option to telecommute, and an active company-sponsored volunteer program that provides a chance to give back to the community. My coworker says Gen Z can’t be much different from Gen Y, but is that necessarily true? I don’t want to overlook anything that could give us an edge with this new batch of kids. What do you think? —?Marty in Michigan

Dear M.M.:?You’ve certainly picked the right moment to ask. Born in 1995, the oldest members of Gen Z are turning 21 this year, which means that some already graduated in the Class of 2016. Gen Z is a much smaller demographic cohort than Gen Y, so “the competition for them is going to be intense,” notes Dan Black. He says that you and your coworker are both right. “In some ways, Millennials and Gen Z are very similar — but there are a few interesting differences, too.”

As head of recruiting for the Americas at audit-and-consulting powerhouse EY (formerly Ernst & Young), Black has taken a close look at what Millennials’ younger brothers and sisters are hoping to find in their first jobs. For one thing, he’s met and chatted with many of the almost 4,000 interns working at EY this summer; and the firm recently?surveyed?3,200 Gen Zers worldwide about what kind of company they’d feel most comfortable working for. Black also hosted a series of informal “town hall” gatherings on college campuses, inviting college students and local high school kids to talk about how they see their futures. “This is not a shy bunch,” he says. “They’re much more confident and assertive about their goals, and a lot more knowledgeable about employers, than Millennials were at the same age.”

Like their older brothers and sisters, many Gen Zers say they want to do?work that “makes a difference”?and has a positive impact on the world. But they’re also more concerned about job security than the generation just before them. “They were at a very impressionable age during the financial crisis,” notes Black. “Watching what happened to many of their moms’ and dads’ careers during the worst economic downturn since the 1920s really left a mark on them.” Partly as a result, Black has noticed that Gen Zers are a bit more inclined than Gen Y to favor the idea of developing skills and building career in one place, rather than hopping around from one employer to another.

Black has 3 suggestions for recruiters on what to talk about with young potential hires on campuses this fall:

How your company’s work benefits the larger world.“You don’t have to pretend to be the Peace Corps, but do point out how you contribute to the greater good,” says Black, adding that this is possible for almost any employer who’s willing to “talk less about what you do and more about why.” Take, for instance, EY’s audit and tax practice, which “doesn’t sound thrilling at first,” he says. “But if we do our jobs well, our clients can make better financial decisions and generate more profits. That leads to more job creation, which makes the whole economy stronger.”

Benefits that matter right now.?Even if your company has a terrific retirement plan, its appeal is too far off in the future to interest Gen Z, so talk more about how your benefits could affect their lives before they turn, say, 30. For instance, what’s your company policy on paid parental leave? How about your student-loan-repayment program, if you have one? Notes Black, “Keep in mind that Gen Z is thinking much more short-term. They really want to hear about benefits they’ll be able to use in the next few years.”

Customized career paths.?Noticeably more than even Milliennials, “Gen Z is used to having everything personalized just for them, from playlists to newsfeeds to product features of all kinds. They’ve grown up expecting that,” Black says. “So, to the extent that you honestly can, emphasize that you’re willing and able to develop a career path for them that builds on their particular strengths and helps them develop their interests.”

One other thought you might find useful: Chicago-based staffing and recruiting firm LaSalle Network recently polled about 3,000 new college grads and found a few surprises. Unlike many Millennials, for instance, the Class of 2016 doesn’t seem to care much about telecommuting, with only about 10% saying it matters to them in choosing an employer. Instead, new grads rated “opportunity for growth” their Number One priority. So when you meet with them, “share stories about employees who have been promoted internally,” the?study?suggests, and describe where the job you’re looking to fill right now could lead.

Good luck!