A snippet of an email conversation on company onboarding, and gen-z talent retention.
"...With regards to company training, part of the reason I mentioned that was specified in the "retaining talent" slot on the slide. Unfortunately, many companies think it's a one-way street in the sense that any Gen-Z kid should be grateful for getting an opportunity to work for them and tend to view them as small children not capable of performing tasks or needing to be micromanaged in getting them done. I believe it to be one of the primary reasons there are so many people (not just gen-z) so despondent at their work and not putting in their own creative energy into it. Expectations really matter. While the gen-z is ill-prepared, likewise are most companies in their hiring and I find that they settle for sub-optimal people just because it's all they can get.
With that note, I've seen too many application processes that companies build outlining all the requirements for the positions to be mostly full of air and ambiguous. Typically the average job listing can be reduced to very few lines and get straight to the point, anything else is just dancing around the purpose of the job. In cases where you want to hire people who can decode and translate needlessly complicated terms it works well, (most lawyers). But if a company genuinely just wants the best person for the job, there are much easier ways of going about doing that. Unfortunately though most large companies and cooperate America in general seems to care more to play politics than getting the actual end result which leads to massive amounts of waste.
All of that to say, companies, in general, have almost as far (if not farther) to go as my own generation.
This really depends on what you're looking for in <company> which is why I've been somewhat hesitant to give my thoughts as I'm still not entirely clear with your intentions. If you wish to build <company> to dance the hoops, add the frills for cooperate America and get scanty talent that may or may not stay. That's pretty easy and you can make a lot of money very quickly. But if you're looking to find true talent, helping companies retain that talent, and building lasting relationships, that's a different matter requiring a lot more work and not as lucrative as the former. It all depends on what you want to build it out to be.
A lot of this boils down to what in psychology is called the "growth mindset" vs "scarcity mindset". Basically, someone with a growth mindset thinks there's plenty to go around, and one person getting more does not mean it is taken away from another. While the scarcity mindset is just the opposite, if someone wins, someone else must lose."