As you probably already know, the millenial generation will be the biggest task force in Spain as of 2025, which means the labour market must adapt to the new requirements of this peculiar generational cohort.

We are talking about a generation that is catorgorised for being entirely digital natives, who have been lucky enough to see the evolution of technology from the very first floppy disks to the current growth of cloud storage. The way they have experienced so many adaptive and life changing digital transformations has lead to a different way of understanding in terms of their professional life.

Unlike other generations who valued more obsolete and traditionals qualities such as job stability and pay, millennials prefer jobs that offer them strong career development and conciliation. They are looking for a job that provides them with the opportunity to balance their work life with pleasure. This implies a paradigm shift in regards to talent retention, since we have to learn to adapt our company to the current talent market instead of following the more traditional processes which may now be considered obsolete.

The millennial job search is characterized by valuing aspects such as the use of new technologies, business climate and favouring work-life balance. This adaption is also reflected in the transformation of salaries, where flexible remuneration and the concepts involved in it are adapted to each individual person and their specific lifestyle.

In this context it’s where businesses like Brintia play a very important role, since the size of the company plays a positive role in this adaptation process, trying to constantly increase the number of agreements that allow us to offer a wide variety of services to cover the different needs of all the people that make up Brintia and keep our employees happy. Flexible remuneration also allows us to cover another of the requirements that this new niche of candidates considers important; such as training.  The training plans offered by Brintia, through a 360 evaluation, seek out the weaknesses that each person may have and the difficulties they find in their daily tasks to help improve job satisfaction and productivity of both parties.

As we previously mentioned, business climate is another of the strong points when it comes to attracting and retaining human capital, an increasingy delicate subject with the turnover that now characterizes this generation. To help get used to these changes and allow an easier adaptation process, we are trying to involve all the companys components in our team building activity, managing to minimise stress caused by these changes. In addition, getting to know the people you work with whom you share so many hours a day with is important, as knowing them as people on a deeper level helps us improve the quality and fluidity of communication in our company.

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Written by: Brintias Team