Here is a sobering thought: The oldest members of the millennial generation are now around 35 years of age. That means the next generation of workers – generation Z – is already entering the workforce. In order to recruit a steady stream of employees with the qualifications you need and the new skills you want, you’ll need to recruit for a new type of young professional. Ask yourself these questions to determine if you’re ready:

• Are You Ready to Go All in with Technology?

The members of generation Z have spent most or all of their lives with access to the Internet and a cell phone in their pocket. Rather than witnessing the way digital technologies have changed the world, they have grown up in a world saturated with digital technologies. These professionals will bring a technocratic attitude into the workplace and won’t tolerate hassles or inefficiencies that could be mitigated by technology.

• Can You Make Your Employment Opportunities More Flexible?

Workers in the millennial generation craved a better work/life balance and wanted to spend less time at the office whenever possible. The members of the next generation share this sentiment to an even stronger degree. If you keep your staff chained to their desks, expect to have a lot of trouble recruiting and retaining the talent you need.

• Will You Prioritize Retention?

Research suggests that generation Z both wants and expects to bounce around between many employers over the course of their careers. Their expectations for the duration of an employment opportunity tend to be much shorter than members of previous generations. In order to stop the tide of workers leaving, companies will need to prioritize retention strategies much more than in the past.

• Does Your Company Culture Value Collaboration?

Since this is a generation of true digital natives, most members have grown up with a wealth of digital collaboration and communication tools at their disposal. This generation has seen firsthand the value of collective thought and expects to work in environments that pool ideas rather than silo them off. Companies that segregate employees and prioritize individual contributions will have little appeal as an employer.

Evolving to meet the needs of a new generation of agriculture workers is not something you should do; it’s something you MUST do. This generation will make up the bulk of your recruits in just a short time. Prepare yourself for success by partnering with the experienced staffing professionals at Morris Bixby.