{"id":36542,"date":"2020-05-06T15:18:27","date_gmt":"2020-05-06T22:18:27","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=36542"},"modified":"2020-05-10T12:01:52","modified_gmt":"2020-05-10T19:01:52","slug":"how-generation-z-could-solve-the-water-workforces-talent-problem","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/education\/how-generation-z-could-solve-the-water-workforces-talent-problem\/","title":{"rendered":"How Generation Z Could Solve the Water Workforce\u2019s Talent Problem"},"content":{"rendered":"

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How Generation Z Could Solve the Water Workforce\u2019s Talent Problem<\/span><\/strong><\/o:p><\/p>\n

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CHRIS SHAFFNER<\/span><\/a><\/p>\n

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Chris Shaffner is the senior vice president of the Water and Community Facilities\u00a0<\/span><\/i>division at CoBank<\/span><\/i>, a national cooperative bank serving vital industries across rural America by providing loans, leases, export financing, and other financial services in all 50 states. Chris oversees the strategic growth and management of CoBank\u2019s water infrastructure lending, rural healthcare investments, and rural equity funds. Before joining CoBank, Chris held various leadership positions in both public and private organizations, including heading Manhattan borough operations for the New York City Housing Authority.<\/span><\/i><\/o:p><\/span><\/p>\n

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Although we might need to wait another year for the American Society of Civil Engineers\u2019 \u201cInfrastructure Report<\/a>,\u201d pattern and practice would tell us that U.S. infrastructure will receive a D+ yet again \u2014 the same grade it earned in\u00a0both 2017 and 2013<\/a>.<\/p>\n

Part of this is due to money, as local budget constraints force many areas to forgo even regular maintenance to their water infrastructure. But complacency has also played a role: Oftentimes, it isn\u2019t until\u00a0water access<\/a>\u00a0comes into question that municipalities will free up the funds to upgrade systems.<\/p>\n

Bringing water infrastructure into the 21st century would obviously solve a lion\u2019s share of the problem. After all,\u00a0many water distribution pipes<\/a>\u00a0are well past retirement. But like the systems themselves, our water utility workforce is aging. According to a Brookings Institution report, roughly\u00a0one-third of drinking water and wastewater operators<\/a>\u00a0will be eligible to retire within the decade.<\/p>\n

Refilling the Pipeline<\/strong><\/p>\n

Generation Z might just be the answer \u2014 not only to\u00a0fill a sluggish talent pipeline<\/a>, but also to usher in advancements that make water systems more reliable. Water ties back to nearly every issue facing society: Regulatory, social equity, health, and environmental problems all relate to lack of clean water access.<\/p>\n

Sparking Gen Z\u2019s interest in the water sector is no small order, but it is a necessity. These\u00a0digital natives<\/a>\u00a0are\u00a0already disrupting<\/a>\u00a0several other industries and modernizing how companies conduct business. The water industry is perfectly suited for this disruption. It also happens to be geared toward their interests \u2014 namely making a positive impact.<\/p>\n

Attracting and retaining these younger workers takes a proactive approach. But the steps for doing so are still practical, and they often start with the following:<\/p>\n

Create a seamless hiring process\u00a0<\/strong><\/p>\n

Candidates build a perception of a potential employer from every interaction within the hiring process. Each friction point creates drag and can cause candidates to abandon an application. In turn, this gradually shrinks talent pools.<\/p>\n

Don\u2019t make the hiring process harder than it needs to be; work toward a clear, consistent, and effortless candidate experience. What\u2019s more, keep job descriptions compelling and free of jargon \u2014 that\u2019s yet another friction point that can make younger candidates rethink their decision to apply.<\/p>\n

If you\u2019re serious about recruiting Gen Z, you\u2019ll also need to leverage technology. Not only can artificial intelligence, machine learning, and analytics add efficiency to the hiring process, but Gen Z is also tech savvy. These are the recruits who can wholeheartedly embrace the future.<\/p>\n

Think about what makes Gen Z tick<\/strong><\/p>\n

Recruiting Gen Zers is only half the battle. You need to put just as much time and effort into employee engagement if you want to retain them.<\/p>\n

Gone are the days of quarterly reviews. Continuous feedback is now key to job satisfaction and helping hires develop into the talent of the future.\u00a0From there, look for ways to weave these new recruits into the fabric of your organization.<\/p>\n

Do you have any corporate social responsibility initiatives? Gen Z is a civic-driven bunch that wants to give back to the community at large. (One-third would even take a pay cut<\/a>\u00a0to work for an organization that supports a cause they believe in.)\u00a0Involve them in any philanthropic efforts or ask them to lead the charge.<\/p>\n

In fact, water infrastructure itself can be considered a social initiative, as it grants communities reliable access to drinking water and wastewater systems. There\u2019s a storytelling element of the job that can help this group appreciate the nature of this work.<\/p>\n

Beyond that, give Gen Z (and all employees, for that matter) what they need to thrive. What that looks like is often development opportunities, work-life balance, and freedom to explore their ideas at work.<\/p>\n

This next-generation workforce wants to find an employer that\u2019s about more than profits \u2014 Gen Zers want to work for an organization with a robust\u00a0purpose<\/em>. That\u2019s the water industry at its heart. Make sure you can demonstrate the good Gen Z applicants can do when joining the water workforce, and don\u2019t forget to value their commitment to making a positive change.<\/p>\n

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