Young and talented individuals will always be an asset to your company. In the following article, we’ll detail some tips about how to hire gen z and how to understand them better.
Understanding and getting to know your employees is vital for an excellent manager-employee relationship, even for the company’s success.
Here’s some information that will help you get to know more about your future employees – for when you’ll start to hire gen Z:
Generation Z is born between 1997 and 2012, succeeding the millennials. This generation was fostered on the Internet and social media, with some of the oldest graduating and joining the workplace by 2020.
The iGeneration, commonly known as Generation Z, is the generation born following the Millennials. They are also known as “digital natives” because they have never known life before the Internet.
Generation Z is reported to be more self-sufficient and resourceful than prior generations and more tolerant and open-minded.
They are interested in trends, but they are also quick to explore hot topics. Generation Z features passionate gamers and music-goers and is recognized for being ever-present texting, on the Internet, and on social networks.
The number of Gen Z employees is predicted to triple by 2030. That means that people born between 1997 and 2012 will soon account for 30% of the global workforce and will shape the workplace for the next decades.
Unlike the Millennials, who grew up during the Great Recession, this new generation was set to inherit a robust economy with historically low unemployment. All of that has altered now, with COVID-19 reshaping the country’s social, political, and economic landscape.
Looking at senior members of Generation Z, it appears that they are on a slightly different educational path than previous generations. They are more likely to attend college and are less likely to drop out of high school. However, a large part of this new generation can be considered NEET.
In 2018, 57% of 18 to 21-year-olds who had graduated from high school were enrolled in a two-year or four-year college. This contrasts with 52% of Millennials in 2003 and 43% of members of Generation X in 1987.
When they were teenagers and young adults, Gen Zers were less likely to be working than earlier generations. In 2018, only 18% of Gen Z youths (ages 15 to 17) were employed, compared to 27% of Millennial teens in 2002 and 41% of Gen Xers in 1986. In addition, while 62 percent of Gen Zers were employed in 2018, more Millennials (71 percent) and Gen Xers (79 percent) were employed at a comparable age.
Why hire gen-Z? Who wouldn’t want young and eager to learn people in their organization? Generation Z has made a name for themselves in the corporate world by exhibiting new levels of digital proficiency, dedication, and determination to succeed.
As more Generation Zers enter the workforce, it will be critical for business leaders to understand the work and benefits companies must provide to attract and retain them.
Young next-generation employees are always vital to hire for your company since they offer new perspectives, insights, and considerable talents.
An excellent interviewing process is key to having a solid recruitment strategy. Knowing more information about your potential employees is always important. Here are a few things you should know when you hire gen z:
Generation Z is the first generation to have grown up with technology from birth. Yes, millennials did too, but this generation has grown up with the Internet and social media.
They are natural multitaskers who understand how to use the Internet to find the information they require, such as to solve a problem at work. Their extensive knowledge of technology will undoubtedly be quite beneficial to your firm.
Because Generation Z has never known a world without digital gadgets, the Internet, or social media, they are well-versed in how to use such technologies. As a result, people use technology in almost every aspect of their lives.
Many Generation Z workers embrace automation and technological improvements to make their jobs easier. Communicating how your company uses technology can be an excellent method to get the interest of Generation Z.
And if your company is afraid of technology, remember that Gen Z can and will leave organizations that refuse to embrace the digital world.
Unlike earlier generations, stability is not the foremost priority for Gen Z when applying for and maintaining a job. Instead of fitting themselves into a position, they seek roles they can construct around themselves.
Given the present candidate-driven market, your organization must be the best to choose (and retain) the best. So, unless particular expertise is necessary, choose a candidate based on their personality rather than their competence – they’ll match the job and step up.
Understanding an employee’s priorities is truly important, especially when your goal is to hire and retain gen z.
The most racially and ethnically diverse generation in history is Generation Z. They demand the same from their employment.
Generation Z represents the cutting edge of the country’s evolving racial and ethnic mix. One-fourth of Gen Zers are Hispanic, 14% are black, 6% are Asian, and 5% are of another ethnicity or two or more races. A slim majority (52 percent) are non-Hispanic white, which is much lower than the number of non-Hispanic white millennials in 2002. (61 percent).
You should not only publicize your dedication to diversity, equity, and inclusion, but you must also follow through on it. If a company fails to meet expectations, Gen Z will not tolerate it and will go on.
When you hire Gen Z, keep in mind that they do not see the workplace the way other generations see it. Work hard – play hard – might be something you want to consider. Having a relaxed office space, where the employees can loosen up and build their work relationships is vital. Gen Z can be professional and serious, but they should have a work environment where they can be themselves.
When determining whether an organization’s culture is good for them, two-thirds (65%) of Generation Z employees (those aged 18-24) look for a “fun” working environment. For this reason, recruiters should create an inclusive, friendly workplace by adding happy hours, medication and yoga sessions, and other team bonding events – which can be a great way to improve relations and increase employee loyalty.
Attention spans become shorter as generations age. Career fair recruiters must make their messaging eight seconds or less to grab and hold the attention of Generation Z. Recruiters should also avoid extensive, wordy language in favor of eye-catching graphics, videos, or even emoticons.
Generation Z is impatient, quick-witted, lacks the ambitions of previous generations, and has acquired attention deficit disorder with a high reliance on technology and a short attention span.
This is very different from other generations, and you should keep in mind their attention span when you hire gen z.