“Bantu bakithi beZimbabwe akesisukumeni sikhonone ngento eyenziwa ngukulumende wakithi lo. Bayakwazi ukuthi abantu abangaphandle bangavalelwa ukuthi bangavoti bona bazahlala bebusa. tures. Baron-Williamson indicates that where organisations are panicked over potentially losing talent, many are either ignoring or adjusting their HR policies and structures to accommodate this new generation worker. This in effect increases risks to the organisation associated with hiring an inappropriate candidate. “HR processes, no matter which generation, should remain stringent. Aspects such as background screening checks must be incorporated. In fact, the need to assess whether a candidate is right for the organisation and the job available is more prevalent than ever, especially in an economy where job opportunities are not plentiful,” says Baron-Williamson. South Africa’s unemployment rate remains alarmingly high at 26,7%, which means there is a much larger number of people — across generations — competing for limited available job positions. Desperation and the anxiety experienced when looking for meaningful employment opportunities in a tougher economic environment can unfortunately result in an increase in job-seekers not being truthful about their pro-