Nestlé Indonesia gets ready for the Gen Z wave
In 2015, the under 25s made up almost 25% of Indonesia’s population (equivalent to 62 million people), which represents a huge influx of new workers to the national labor market over the coming years. Such figures reflect Indonesia’s leading role in welcoming Gen Z into the workplace. In Nestlé’s Asian subsidiary, David Mérieux is actively preparing for this flood of young talent.
“University degrees are quite short in Indonesia (usually two or three years after their equivalent of the Baccalaureate), which is why I’m starting to see applications from young people around twenty years old,” explains David Mérieux. “When I talk to Nestlé’s HR managers across the world, I realize that Indonesia is probably one of the first countries to work with Gen Z on a large scale. And that’s what makes it such a complex – but exciting – area, especially since it encourages me to question my beliefs about young people constantly. I had a tendency to think that Gen Z was a more exaggerated version of Gen Y: more tech savy, more autonomous and more likely to hop from job to job. In reality, it is much more difficult to identify their aspirations.” In an attempt to understand the motivations of Gen Z, and to develop a work environment where they can thrive, Mérieux launched the GenZ@work program in 2015. A survey of 2,500 Indonesian high school students was carried out between March and September to ascertain what pupils expect from a company like Nestlé.
The quest for stability (in Indonesia)
Although the major goal for Gen Zers (unlike the older generation) is to find a rewarding job that will help them continually develop new skills, they also place great importance on stability. «In Indonesia,” says Mérieux, “the entrepreneurial generation was Gen Y, which has enjoyed an annual growth rate of between 5 and 10% over the last 15 years. Today, our survey shows that the quest for stability is a priority (favored by 75% of the students interviewed). The younger generation plans to change firms less often, and pay is no longer motivation enough to move from one job to another. The balance between private life and work even seems to be becoming more important than ‘having a career’, which – in my experience – is totally new for young recruits. The result is that Gen Z will probably switch jobs less frequently than their elders, and they seem more discriminating about the companies where they intend to start their careers.”
The big names are no longer the stuff of dreams
Mérieux states that for many years the major Western companies had an immediate advantage when it came to attracting talent in emerging countries…
To read the article in full:
Based on “La Grande InvaZion” (Boson Project and BNP Paribas, 2015); “From Y to Z, A Guide to the Next Generation of Employees” (Randstad Canada, 2015); “Meet Generation Z: Forget Everything You Learned About Millennials” (Sparks & Honey, 2014); and The Gen Z Effect: The Six Forces Shaping the Future of Business by Tom Koulopoulos and Dan Keldsen (Bibliomotion, 2014) and an interview with David Mérieux, talent manager Nestlé Indonesia.
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