Sector Focus
Honorary degree for John Lewis MD
John Lewis managing director Andy Street has added to his business CV – with an honorary degree from Birmingham City University. Andy joined the John Lewis
Partnership after graduating from Oxford University in 1985 with a degree in Politics, Philosophy and Economics. He became managing director of the John Lewis Division in 2007 and has led the business through significant change in both the economy and the retail industry. He has overseen a 50 per cent
plus increase in John Lewis gross sales to over £4.4bn, making it one of the UK’s most respected and successful retailers. Andy received his Honorary
Doctorate from Birmingham City University in July in a ceremony with students graduating from the University’s Business School. “It’s a huge honour to receive
the award”, he said. “I’m sure everyone says that, but for me it’s special because it’s from a university in my home city and a city I care deeply about.” Andy is also chairman of the
Greater Birmingham and Solihull Local Enterprise Partnership (LEP), and in June 2015 was awarded a CBE for services to the economy.
Skills Gen Z need wake-up call
A new survey is claiming that four out of five 16-20 year olds in Birmingham believe that employers are not making enough effort to attract them. The survey – by Capita
Resourcing – also found more than half of these ‘Gen Z’ workers intended to stay in their first job for less than a couple of years. But the attitude of those taking
part in the survey has been blasted by Greater Birmingham Chamber skills expert David Tomalin, who says the demands of Gen Z could leave them jobless. Capita’s survey is called ‘A to
than the 500-day window highlighted in our research. “Treating candidates as you
would a consumer can help you to stand out amongst competitors and ensure that potential recruits, especially in this younger age bracket, feel appreciated, valued and ready to invest their career in your company.” However, David Tomalin said he
David Tomalin: Be careful what you wish for
Gen Z’ (Gen Z being those born after the year 2000), and the company said it revealed a ‘shift in power’ from employers to candidates, with the large majority (69 per cent) of Gen Z believing that an interview is as much about interviewing a prospective employer as it is about the employer interviewing them. Nicola McQueen, managing director, Capita HR &
‘Millennials could be seen as toxic with their lack of loyalty and their ability to switch very quickly from job to job’
Resourcing, said: “To maximise the potential of Generation Z, organisations need to better understand the needs, ambitions and expectations of this cohort in the workplace. Particularly in terms of their unwillingness to stay in a company for longer
doubted many employers would give the survey much credence. He said: “Gen Z may well wish to consider that employers have a large pool of experience to recruit from and they may actually disenfranchise themselves through their demands. “Currently, Millennials could be
seen as toxic with their lack of loyalty and their ability to switch very quickly from job to job within a 12 month window; Gen Z could be seen as unemployable given their demands and even if
you did meet their needs and wants, what impact will that pandering have on the rest of your workforce? “Man management is a balancing act at the best
of times, throw in the demands of a new generation and it could cause havoc. Gen Z, be careful what you wish for, you may get less of a job than you think.”
48 CHAMBERLINK September 2016
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