Yakov Filippenko on the Power of Networking at Intch

So I'm a founder of Inch, and as a platform, we are connecting SMBs with fractional talent in one hundred and forty plus countries.

And as SMB business, we hire part-timers ourselves, and it helped us to grow Inch to ten X into seven hundred thousand paying customers in one year.

And for this specific research, we analyzed, uh, twenty-one million of users, their, uh, their portfo- uh, profiles, one million of job posts and one hundred and forty plus career paths.

And we did it, uh, to answer just one simple question, is how to scale your business if, uh, some of your employees have another job.

And to do that, we will go through a few popular myths or opinion, and through them, we will look into the data, uh, of how different, uh, like generations interact with employers, how do they recognize themselves in the work environment, and so on.

So, as I said, we made this research based on data, so it means that we did not send surveys.

We, uh, looked into career paths and like, uh, we looked into projects that our users, uh, were involved in.

And based on that, we Have, like, tested some of their popular myths of, like, different, uh, employers and, and companies.

These four myths are about, uh, as I said, different generations.

The first one is about Gen Zs, uh, who will be the main workforce pretty soon, and, uh, the popular myth about them is that Gen Zs can't hold a job.

They're switching too fast, they're not loyal, and so on.

The second myth is about older generations that, uh...

And, and, and, and their comparison to younger generations.

How, like, are they loyal? Who are more loyal than the, like, another generation? How often do they changes, like, ch-change companies, and so on? The third one about job hoppers, people who are chasing, like, fast career switches, uh, to, uh, get, uh, raises, uh, faster and so on.

And the fourth one about the trend that, uh, happened during the pandemic, during the COVID.

Is it, like, a, i-i...

W-was it a trend about, like, uh, side gigs or it's, like, something permanent? Uh, how do we s- should think about it, and so on.

So let's, let-let's get started with the first one, uh, with Gen Zs, and as I said, it's actually, like, really, really crucial, uh, just because, like, right now the main workforce all over the globe is the, like, millennial generation.

But in a few years, Gen Zs, uh, will became, like, the, the, the main workforce, which mean that in the next few years, if you will be hiring professionals, you will be hiring Gen Zs, especially if you will work with new professions or new specializations.

And you have probably heard that myth that this generation can't hold down a job.

So we, we decided to test this, and what we did, we grouped the professionals in our database, and we divided them by generation and analyzed how often they switched roles during their first 10 years of their career.

And we found that the number of job changes has nearly tripled.

It's interesting how the shift in workforce dynamics makes understanding generational behavior crucial for future hiring strategies.

This really matters for businesses planning their long-term talent approach.

So while Boomers average 2.1 jobs in their first decade, uh, I mean, first decade of their career, Gen Zs averages, like, 5.8.