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Do You Have An Appraisal Form For Gen Y? Here Is What Will Happen Next

Posted by Timotee Gbaguidi on October 22, 2015



While many companies are still polishing their approach to working with Millennials, the fight for the hearts and minds of the next generation is already on: Generation Z.

The first members of this generation of individuals born between 1994 and 2010 will graduate from college next year and are already coveted young talent. However, the younger members of this generation are also already up for grabs. In 2015, large corporations like Deloitte and Microsoft have expanded their internship programs and now offer an increasing number of spots to high school students. Companies like Facebook and LinkedIn have already established themselves as pioneers in this area with their hiring of high school juniors and seniors for paid internships over the past several years. What is all of this all about and what are the employee engagement ideas you can go for?

On the one hand, these efforts are about countering the ever-increasing lack of qualified employees in the so-called “STEM” fields (science, technology, engineering and math). Here it is less an issue of not having enough personnel in general and more so simply the case that there are not enough individuals with the particular skills and specializations in question. With internships that already start during participants’ school years, the companies hope to inspire and train potential employees to work in specific key areas in their organizations.

The second reason for this early recruitment is the eternal, familiar battle for the best talents. The companies are attempting to use these internships to attract students’ attention and to increase their brand awareness at an early stage in the game. The more present a company is in young people’s minds, the more likely it is that they will apply for jobs there at some point in the future.


Your tasks:

  • If you are already involved with Generation Y, you’re on the right track! Keep going, since, like so many Millennials, Generation Z’s early birds are already poised to graduate from college soon and they are going to be on the lookout for attractive companies too.  


  • Consider offering potential internships for high school students at your company. As a rule, these tend to only last for two weeks during school terms, though six-week-long internships are totally doable over the summer break.


  • Get together with your employees to do some focused brainstorming about which areas in your company could possibly host internships for high school students and especially where they would make the most sense, both for you and the students themselves.


  • Be patient, this is a long-term investment!



Each year, Deloitte brings you the “Global Human Capital Trends.” Over 3,300 companies from 106 countries are surveyed and the result is a comprehensive understanding of the most important trends and changes in the field of human resource management of the year. This year, there are 10 trends which you can read about here. But what do these trends mean concretely? What changes do they bring about and, especially, what benefit do they have for my company and how can I implement them?

Week by week we will take a deeper look at one of the trends and summarize the most important lessons for you.


10 Weeks – 10 Trends – Many Changes


You can start implementing these trends with loopline now
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Topics: HR Trends, Feedback, Management & Leadership

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