It’s largely known that generational differences are an important factor for organisations but a different thing to know what we should do to attract, develop and keep younger talent.  
In this episode of The Learning & Development Podcast, David interviews Rowena Bach to discuss on how to handle different generations in the workforce. Learn also about the different challenges that Rowena has seen throughout her career. This conversation explores some of the things L&D teams - and Early Careers specialists - should consider and doing to capitalise on the big opportunities that a good Early Careers strategy can present. They also covered the different trends that companies should watch out for so they can improve their recruitment process and take into mind their senior team members. Discover more about these when you tune in. 
KEY TAKEAWAYS 

There are two problems that Rowena is trying to solve for organisations: 


Macro-level, where your background dictates where you’re going 
Organisational, recruitment management 


It’s difficult to handle the team especially if it comprises the 5 generations in the workforce. Each lived a different life that has shaped their values and behaviours right now. 
Challenges: 


Establishing an inflow of talent 
Ageing skill of workforce 
(Organisational) Receiving up to 35,000 applications for 100 roles 
(Organisational) Low budget 


Organisational development and learning and development help the newly recruited people adjust in the workplace. 


The new generation base their decision-making process on activism, radicalism, and loyalty, while the baby boomers base it on hierarchy, legacy, and commitment. 
Key Trends to watch out for in L&D: 


Global skills gap 
Impacts of technology on workforce 
Access to information 


Though the interview might be the most vital part of the recruitment process, it does not envelope everything that we need to know from entry-level talent. 

BEST MOMENTS 

“Why do L&D professionals and HR professionals stay in this industry? It’s because we’re in the space that brings something in the business that they don’t have time for.” 
“Every single one of those is potentially a customer.” 
“Every new person that you bring will challenge your organisational dynamic.” 


“People have specific reasons why they work.” 
“It’s almost a fallcy that interviews get you what you need to know about the person.” 
“Dealing with equality is not just an ethical imperative; there’s so much evidence about how a balanced workforce fastly improves how successful organisations are.” 

ABOUT THE GUEST 
Rowena Bach is an Early Careers/Future Talent leader with 15 years’ experience of setting talent strategies (people and digital), consulting and leading change programmes, and teams, to deliver commercial value.  
Prior to this, Rowena was Head of Future Talent at BSkyB following her role as Learning & Development Manager for Disney Consumer Products. 
Her current role involves Rowena helping clients get to know the evolving Gen Z landscape, understanding and utilising the Apprenticeship Levy, attracting and retaining diverse candidates in the recruitment process, and ensuring that emerging talent pipelines match the needs of your business. 
You can follow and contact Rowena via: 

Twitter: @Rowena_Bach 
LinkedIn: https://www.linkedin.com/in/rowenabach/  


Website: http://insights.tmpw.co.uk/u/102f64x/rowena-bach  
Article mentioned in the podcast, ‘The Global Skills Gap in the 21st Century’: https://www.linkedin.com/pulse/global-skills-gap-21st-century-rowena-bach/  

ABOUT THE HOST 
David James  
David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  
As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.