Work: What are young people waiting for in 2024?

From generation to generation, the world of work is undergoing profound changes, influenced by the values, expectations and perceptions specific to each demographic group. Today, as we navigate the changing waters of the transition between generations X, Y, and Z, it is imperative to understand the fundamental differences that define these cohorts when it comes to work. Young people of the last generation, often wrongly stigmatized as “lazy people” or “professional dissatisfied”, are in fact embodying a fundamental transformation in the very conception of work.

More than just questioning, these young people are the standard bearers of a silent revolution seeking a new way of working, based on recognition, freedom, and a harmonious balance between work and personal life. Let's dive into the realities and expectations of young workers in 2024, going beyond stereotypes to embrace a nuanced and authentic vision of the career aspirations of this emerging generation.

What are the differences between the different generations?

Changes in the world of work are closely linked to the values, expectations and experiences specific to each generation. Baby boomers, born between 1946 and 1964, generally favoured professional stability and loyalty to the company, often prioritizing job security. For many of them, they were very loyal to their jobs and their businesses and are also known to remain in the same structure between 10 and 20 years. It must be said that at the time, career opportunities were more stable and companies did not skimp on internal advantages. It was not uncommon to have a company car, pension plans or even real proposals for career progression.

Generation X, born between 1965 and 1980, is distinguished by its adaptability and pragmatism. Having grown up in a period of economic and technological change, the Xs have developed coping skills, striving for a balance between work and personal life while emphasizing autonomy and independence. In fact, they are the ones who started to introduce the idea of changing jobs to accelerate career progression or to adapt to a different work environment.

On the other hand, Millennials (Generation Y), born between 1981 and 1996, and Gen Z, born after 1997, embody a new vision of work. Millennials are often motivated by the search for meaning in their jobs, promote technological connectivity and strive for a balance between professional and personal life. Gen Z, who is more pragmatic and oriented towards financial security, also shares a strong commitment to technology and flexibility in work.

These differences in mindsets and priorities have a profound impact on how each generation views work.

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“They work to live, they don't live to work.”

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Boomers and Gen Xers value stability and adaptability, while Millennials and Gen Z often see work as an integral part of their lives, but not as its core component. Basically, they work to live, they don't live to work. These differences shape their expectations about corporate culture, leadership dynamics, and career development opportunities, thus reflecting their individual perspectives on the professional world.

Read also” The essential tools for your recruitments ”.

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What do young people want to work in 2024?

The young generation, now on the job market, aspires to essential aspects to feel fulfilled and valued professionally. However, a persistent reality is emerging: compared to previous generations, they often encounter challenges associated with relatively lower pay. This situation, exacerbated by rampant inflation, prohibitive real estate prices and astronomical borrowing rates, is causing many young people to actively and more frequently seek opportunities to increase both their professional and economic value as well as their experience.

A quest for recognition and valorization of work

The younger generation aspires to be recognized and valued for their contributions within the company. They are actively looking for work environments where their efforts and investments are appreciated, where they can participate in meaningful projects, and where their voices really matter. This recognition goes beyond simple remuneration, which is still important, and includes the valorization of their skills, ideas and contributions to the collective success of the company.

The importance of freedom, flexibility and trust

Freedom and flexibility in the professional environment are key aspects for the younger generation. They are looking for companies that grant greater autonomy in the organization of their work, promoting flexible hours and remote working opportunities. In addition, the trust placed by employers, allowing them to express their ideas and contribute creatively, is highly valued.

The quest for a better balance between private and professional life

Reconciling private and professional life is a priority for young workers. They are looking for environments that recognize the importance of this balance by offering flexible leave policies, adapted hours, and support to maintain harmony between their professional and personal commitments. In this search for a professional environment that meets these expectations, many young professionals consider changing businesses to gain new experiences, develop their skills, and increase their value on the job market.

How do you recruit the new generation?

Young people aged 18 to 30 attach great importance to remuneration*, with 60% of them placing this criterion at the top of the list. Second, the location (40%), the work environment (39%), the sector of activity (34%) and the organization of work (32%) are major elements influencing their professional choice.It is interesting to note that the majority of these young people (8 out of 10) hope for a salary increase in the first two years of employment, which underlines their aspiration for rapid progress.

When it comes to recruitment methods, more than half (57%) prefer face-to-face interviews, while the vast majority (84%) are convinced that a first experience in a company can facilitate their future hiring. “They place a great deal of importance on remuneration, with 60% of them putting this criterion at the top of the list.”

In terms of expectations from the company, these young people are looking for support beyond simple remuneration. For them, scheduling arrangements (50%), assistance in finding housing (39%) and in buying a vehicle (34%), as well as savings (33%) and childcare solutions (31%) are essential elements.In addition, they expect from the company a genuine commitment to social aspects such as gender equality, work-life balance, environmental responsibility, integration and reinsertion from the company. professional, as well as inclusiveness.

These expectations highlight the need for companies to rethink their recruitment and human resources management policies to attract, retain and motivate this young generation.

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A professional world in full transformation

The rapid evolution of technology has significantly reshaped the professional landscape. The latest generations are witnessing the emergence of new careers, many of which did not exist only a few years ago. Social networks, such as Facebook, Instagram, Pinterest, Pinterest, Twitter (X), Twitter (X), Twitter (X), Twitter (X), Snapchat, LinkedIn and TikTok, have revolutionized not only the way we interact online, but have also created a whole new professional ecosystem around a target that is both BtoB and BtoC. Jobs related to digital influence, content management, DevOps, DevOps, cybersecurity or even user experience have become cornerstones of companies, even though they did not exist 10 years earlier, shaping new career opportunities.

Traditional sectors continue to evolve, but at a different pace. Manual jobs, although still present, have seen some jobs lose notoriety, often due to technological advances and automation. On the other hand, in the digital field, skills are evolving rapidly in response to new market expectations. Digital professions are constantly changing to meet the changing demands of the digital economy, making it crucial to constantly update skills and keep an eye on professionals in the sector.

This rapid change in jobs and skills highlights the need for individuals to adopt a lifelong learning and adaptable approach to succeed in the ever-changing professional world. As a recruiter, or human relations manager (rh-drh), it then becomes essential for you to understand and know how to develop your employees according to the new challenges and new jobs of the future. Remember that young workers see themselves staying an average of 9 years* in a company, for 12% more than 10 years and for 30% of them, all their lives. On the other hand, to get there, it is still necessary to offer them all the prospects for the future that match their expectations. It's up to you to play!

*Sources: OpinionWay survey for Le Parisien and McDonald's.