An Analysis of Post-90s Workplace Phenomenon

Many enterprises have doubts about the post-90s generation. In their view, most of these young people are only children, rich in material life, pursuing novelty, flaunting individuality, pursuing self, values and pursuit out of touch with enterprises. Many big companies are afraid to hire these new people in the workplace.

Below, we will go deep into the post-90 s workplace and learn about the characteristics of these newcomers in the workplace, so that we can "know ourselves and know ourselves" in the interview.

1, frequent job hopping

I don't want to say that young people born after 1990 are not determined. It's just that many young people I met in the interview have experienced job-hopping more than three times.

According to a survey in Zhaopin.com, 80% of the post-80s generation had job-hopping experience, and 30% of them had job-hopping more than three times. As newcomers in the workplace, there are also 1 1% people who have experienced five job-hopping.

Job-hopping is inevitable for the post-80s generation who have worked for some years, and it is normal to job-hop three times. However, frequent job-hopping is not a good start for the post-90s generation.

When interviewing another post-90s graduate, I learned that he had three job-hopping experiences within one year after graduation, which made me doubt his persistence in doing things.

I smiled and asked him, "You just graduated, too. How can you skip the slot three times in such a short time? "

He said frankly: "I was more interested when I first started working." Later, I lost interest and wanted to find a company that was more conducive to my own development. "

I continued to ask, "Oh, I see that your last job was done by XX Company. Isn't this an enterprise that is conducive to its own development? "

Hearing me say this, he scratched his head and smiled shyly.

After 90, compared with enterprises, they want to be loyal to their careers, while for enterprises and occupations, they want to be loyal to themselves.

Therefore, job-hopping seems to be a normal thing for modern young people. If you are unhappy, you can leave, chic and stress-free.

2, personality publicity, pay attention to yourself

The impact of various social information makes young people "mature" prematurely, and the ideological trend of the new era encourages people to pursue self-realization. "My place is my master" is a typical performance, and the one-child policy has made many children become the center of the family since childhood. Therefore, the new generation of young people are more independent and self-concerned.

Personality publicity is the characteristic of modern young people, who flaunt their uniqueness from the aspects of food, clothing, housing and transportation, and ideological values. The progress of the times needs some personality. Some enterprises that emphasize creativity and innovation also need employees with personality and ideas. However, leaders don't like to ignore the personality of the company management system.

I want to enjoy my job.

When asked about the post-90 s company, almost 100% of the candidates will ask, "How is the rest day arranged?" About 50% will pay attention to the problem of overtime.

Some people say that the new generation of employees pursue enjoyment, in fact, I think this is normal. The employees of the older generation lived in the historical period when China's status in the international community was not high. Everyone has the ideal of rejuvenating China since childhood, and it was natural to be diligent at that time. Now that the country has been revitalized, people are unwilling to work hard forever.

After interviewing many young people, I found that they all expressed their reluctance to work overtime, and some people could even describe it as "hateful".

"Unwilling to work overtime" has become the common aspiration of the post-90s generation. They would rather make less money than work overtime to become "slaves".

I can understand this situation. Even I don't want to sacrifice my life time for work. This is also the post-90s workplace phenomenon. Because of the better living conditions, they are accustomed to a comfortable life and want to play even if they make money.

4. Strong expression ability and poor practical work ability.

The modern educational environment encourages young people to speak and ask questions, and there are many opportunities to speak, so the young employees I meet are generally fluent and do not have stage fright.

In today's society, all kinds of things and information are transmitted quickly. Many young people have quickly established their own consciousness and understanding through various information integration. Many students have come into contact with many elites in society, some of them are their parents, and some are friends and relatives around them. These students "see" all kinds of things and often feel that they have mastered the ability to deal with all kinds of problems.

Quite a few students have participated in many social activities during their school days, so many people think that they know a lot about society and they are very confident in the interview. But what these young students don't realize is that the requirements of society for interns and full-time workers are completely different. Therefore, many students who have performed well and are confident in the interview will reveal that their actual working ability is much weaker than what they say when they enter the job.

Many enterprises mention newcomers in the post-90s workplace, and "low thinking" and "poor working ability" are their common evaluation terms.

As interviewers, we should be clear about the post-90s workplace performance. This is their characteristic, and we can't refuse these young people because of these characteristics. Of course, the interviewer should learn how to see the real content through superficial phenomena.

During the interview, the interviewer should use appropriate interview methods to tap the potential of these young people, find out their adaptability to the enterprise, give them a chance, and inject new blood into the enterprise, and guide them bit by bit in the future work.

5, impetuous, impatient

Seeing all kinds of successful people and nouveau riche in society makes many young people eager for quick success and instant benefit. Excessive attention from family and self makes fresh graduates have high self-esteem and high expectations, but once the work development and performance are not as fast as expected, many people will soon be disappointed and depressed. This can easily explain the phenomenon that young people change jobs frequently now.

I interviewed a fresh graduate before. Not only did he perform well in the interview, but he also had strong specific work ability. When he joined the company, the personnel assigned him to the basic post, hoping that he could polish more in the basic post. Department leaders are more optimistic about him and think that he will be promoted and raised soon. However, three months later, the freshman offered to resign, citing development problems. The department head agreed to his resignation without too much retention. When I asked the head of the department, is it a pity to lose talent? He shook his head and said, "As long as you stick to it for another two months, you can get the ideal position. But he didn't, which only shows that he is impetuous and not suitable for this job. "

The above points are the characteristics of fresh graduates that I summarized in the specific interview process.

Therefore, when interviewing fresh graduates, we should pay attention to the ideals and goals of the candidates, pay attention to the matching degree between the company and the candidates, and see the motives behind the candidates' interviews through various interview strategies. Only by understanding these can we fully and effectively mobilize their enthusiasm for work.