It was not too long ago that recruiters found out Millennials were the way to go. Not long after this though, a fresh pool of candidates started to appear on the market – Generation Z. With many fresh minds of this generation just starting to fill up the business world, it is definitely time to start searching and preparing for welcoming these new job candidates.
First things first, let’s meet Gen Z, the people born after the Millennials’ generation, more specifically somewhere between 1996 and 2012. This is a highly diverse and perhaps the most diverse of all generations worldwide, making up 25 percent of the entire American population.
Hiring a member of Gen Z is nothing like hiring the (more or less) known millennial. ‘’If you thought that you knew the best hiring tactics for millennial talent, you are in for a big disappointment – none of this will work with Gen Z. Even though this generation is still technically millennials, they are more diverse than they are similar.’’ – shares an HR manager at aussiewritings.com.
5 Reasons Why You Need to Hire Gen Z Candidates
Naturally, you want to hire fresh minds and see what they offer to your organization. To do so, you need to learn everything there is to know about what motivates Gen Z and the ways to handle this generation in the workplace.
Let’s start with what motivates them first.
1. They aren’t in it for the money
Thinking that the new generation is all about the money is wrong. Yes, money can entice anyone and motivate people to work, but it’s definitely not the first thing on the list of expectations that Gen Z candidates have towards their future employer.
One of the reasons why you should hire Gen Z candidates is because they are not concerned about the money, but about their future. Compared to millennials, who believe they will achieve a higher standard of living than their parents (71%), only 56% of generation Z shares that opinion. That being said, a member of the latter generation will focus on their career and opportunities for advancement over salary.
2. They are eager to work
Simply putting opportunities out in the open will get you many Gen Z candidates who are eager to work and build on their skills. This generation isn’t hesitant to gain valuable career experience, even if it is in the form of an (unpaid) internship, volunteering, or other activities. As long as they can learn and build on their future, they will be interested.
3. They are independent
Millennials enjoy teamwork and collaboration while generation Z is more autonomous. While the former are perfect for working in teams, you will also need Gen Z employees who simply manage on their own. They will be dedicated, they’ll try to find solutions (on the internet) themselves, and they are incredibly persistent, which is often great news for an employer.
4. They don’t waste time
Gen Z does not waste any time. They simply don’t like it. When you think of it, this makes complete sense since they are used to virtually everything being literally at their fingertips in the form of their smartphones: music, pictures, videos, taxis, you name it. If you hire Gen Z candidates, you may find them working unusual hours, but always efficiently using their time.
5. They know technology
Gen Z is the very first generation who grew up with technology from the moment they were born. Yes, millennials did, too, but this generation has been on the Internet and social media for as long as they can remember. They are born multitaskers who know exactly how to use the internet to find the information they need – for example, to solve a problem they encounter in their day to day work. Their extensive knowledge of technology will without a doubt be of tremendous value for your company.
How Should You Approach a Gen Z Candidate?
Knowing how valuable Gen Z candidates can be for your organization sure makes you want to hire this talent to work for your company. However, to get the attention of the very best Gen Z talent, you need to know a thing or two about hiring Generation Z employees.
At this point, graduates from Gen Z aren’t that numerous yet, even though their number obviously grows every year. This means that if you want to hire Gen Z candidates your options are still relatively limited and that you need to make a real effort to get them on board.
Unfortunately for employers, Gen Z candidates have fairly high expectations, meaning that they won’t be easy to recruit or keep in a company unless you know how. This is something that would justify an article in itself, but here are a few things to keep in mind:
- Gen Z is motivated by opportunities for growth
Instead of approaching them by offering more and more money for motivation, approach them with offers and opportunities. They are more likely to choose you if you can mentor them, have a great employee health and wellness program, and provide them with career advancement as an award for their dedication.
- Make them part of the important projects
It is only natural for an employer to want to test a new hire by making them part of smaller projects first. This isn’t wrong, but don’t take too much time testing a Gen Z candidate on small projects. They will get bored and lose motivation pretty quickly. If you want to keep them on board, you need to include them in the big(ger) projects and fast.
On a final note
They may not be fully there yet, but Gen Z candidates are definitely on their way to join the global workforce. As such, it’s never a bad idea to be prepared for when the ‘generation Z revolution’ will be in full swing. Just like their predecessors, this cohort of workers comes with its own preferences and particularities. And just like their predecessors, they have their own set of strengths – 5 of which we listed in this article.
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