To help people understand what Joppy does, it’s often said that we are the Tinder of #recruiting #tech. This phrase not only brings a smile but also quickly situates us in the current labor market context. But what does this “tinderization” of work truly entail, especially for those under 35? Here’s the breakdown:
➡ Constant change: New generations do not view work the same as previous ones; the idea of staying long-term in a single company is a thing of the past. Change no longer frightens them; rather, they see it as a positive opportunity.
➡ Remote work: The #remoto hashtag not only adds flexibility but also enhances the work-life balance of employees. By working from home, the need for personal interactions that are more common in an office setting diminishes, thus altering how belonging within a company is perceived.
➡ Tired? Move on: In a society where people tire quickly, this sentiment has also crept into the workplace. For many, advancing professionally often means changing companies rather than evolving within the same one.
➡ Work to live: A fundamental principle that is increasingly resonating is that “we do not live to work, we work to live.”
➡ What tech employees want: Generally speaking, they seek a great project to learn from, surrounded by top talent, along with good working conditions and a positive company culture. If someone presents a better opportunity, they won’t hesitate to make a change, even if they are currently satisfied.
➡ Talent without borders: The talent market has globalized. Working for companies in Sweden, the Netherlands, or Spanish Wallapop has become less of a dilemma. This creates a more convenience-based work relationship.
➡ Adapting to turnover: In this new environment, companies must accept that seeking less “commitment” from employees might actually be beneficial. It’s vital to focus on immediate productivity and to view turnover as a necessity rather than a problem.
➡ Employee care: Even though an employee may not stay permanently, it’s crucial to make the most of the time they are with the company, even if it’s only for 12 months.
➡ The strength of freelancing: The freelance or contractor market has gained significant traction in several countries. Companies need to learn to better manage costs, and attract talent in a more flexible manner rather than consistently increasing fixed expenses.
➡ The future of retirement: We are all aware that the retirement benefits we will receive will likely be very minimal, prompting us to rethink our relationship with work. Companies must adjust to this new reality.
We are only at the beginning of this work revolution. The question is clear: adapt or die. This change can bring many advantages. Just as Tinder can lead to new relationships, the labor landscape is changing with the idea of what kind of professional “relationship” is desired.
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