“They were born between between 1995 and 2012.\r\nAt 72.8 million strong, Gen Z is about to make its presence known in the\r\nworkplace in a major way—and employers need to understand the differences that\r\nset them apart. They’re radically different than the Millennials, and yet no\r\none seems to be talking about them—until now. This generation has an entirely\r\nunique perspective on careers and how to succeed in the workforce.”
"},"body":{"body":"\r\n\t“They\r\nwere born between between 1995 and 2012. At 72.8 million strong, Gen Z is about\r\nto make its presence known in the workplace in a major way—and employers need\r\nto understand the differences that set them apart. They’re radically different\r\nthan the Millennials, and yet no one seems to be talking about them—until now.\r\nThis generation has an entirely unique perspective on careers and how to\r\nsucceed in the workforce.”\r\n\t
\r\n\t
\r\n\t-\r\nDavid Stillman & Jonah Stillman, authors or “Gen Z At Work: How the Next\r\nGeneration Is Transforming the Workplace”\r\n\t
\r\n\tGeneration Z is the demographic group after\r\nthe \r\n\tMillennials, or\r\nbabies born after 1995. Though they're often lumped in as Millennials, there\r\nare some key differences.
\r\n\tChiefly, since they were born during the\r\nInternet age rather than growing up in a world that gradually adopted the\r\ninternet, they were the first generation raised online. That makes them ideally\r\nsuited for tech jobs, because:
\r\n\t-They are\r\nquick to adopt new technologies.
\r\n\t-They are\r\nadaptable and creative when it comes to finding solutions to problems.
\r\n\t-And they\r\nare used to navigating through the noise and finding answers.
\r\n\tThere\r\nare a lot of misconceptions about what Gen Z workers want and expect out of\r\ntheir employment. But with the challenges and changes of new recruitment, you\r\ncan't afford to bank on stereotypes and marketing ploys.
\r\n\tThis\r\nguide will help you separate fact from the myth of Gen Z. It will also help you\r\ntarget and appeal to Gen Z workers for your tech company.
\r\n\tMyth\r\n1: Gen Z Prefers To Communicate Online\r\n\t
\r\n\tThough they grew up online, a large percentage\r\n\tof Gen Z prefers to communicate face-to-face.
\r\n\tThat\r\ndoesn't mean they don't value the internet. More than half believe that\r\ntechnology allows them to be more productive. But when it comes to\r\ncommunicating with bosses and co-workers, they prefer Facetime and video\r\nconference over text and email. This allows for a less formal and more\r\nimmediate, personal communication.
\r\n\tAllowing for flexible, personal communication\r\nin your workplace and during your interview process will make your workplace a\r\nless formal, more relaxed place to work. Though your recruitment tactics may\r\nwork online, you'll need a personal and innovative touch to stand out from the\r\npack and find the right employees online.
\r\n\tMyth\r\n2: Gen Z Don't Believe They Need to Work Hard\r\n\t
\r\n\tLike the Millennials before them, Gen Z has a\r\nnegative reputation for being lazy, entitled, and unmotivated for hard work.\r\nPart of this is because of the speed and convenience found in our consumer\r\nculture.
\r\n\tGen Z works much harder\r\n\tthan their reputation suggests. They are more willing to accept that they need\r\nto work harder than previous generations to achieve a good life. And they're\r\nless likely to job-hop than Millennials.
\r\n\tInstead,\r\nthey'd much rather have a job they can rise through the ranks, and that gives\r\nthem purpose. Gen Z only leaves industries and companies which don't allow them\r\nthe space to grow and develop, both in terms of skill, satisfaction, and\r\neconomics.
\r\n\tMyth\r\n3: Gen Z Are Looking For Job Perks\r\n\t
\r\n\t
\r\n\tTech startups are notoriously about open-plan\r\nworkspaces, weekend getaways, and a relaxed company culture with additional fun\r\nstuff. But Gen Z is surprisingly practical. What they are looking for most in a\r\njob is \r\n\thealth insurance, a competitive salary, and a boss they\r\ncan respect\r\n\t.
\r\n\tGen Z\r\nis \r\n\tless idealistic\r\n\tthan their millennial forebearers. They do cite diversity in the workplace and\r\na company's impact on society as essential factors for their work satisfaction.
\r\n\tBenefits\r\nof Gen Z in the Workplace\r\n\t
\r\n\tNow that we've debunked some of the myths,\r\ntake a look at the benefits of building a Gen Z workforce. As you can see, many\r\nof the differences between Millennials and Gen Z are precisely why they make\r\nthe perfect employee for your company. Here are a few examples:
\r\n\t●They're loyal. Most members of Gen Z want to\r\nfind a stable job where they can rise through the ranks rather than\r\njob-hopping.
\r\n\t●They are looking for instruction. Most members\r\nof Gen Z don't mind quick and concise instructions from the boss. They're also\r\nmore comfortable being monitored at work.
\r\n\t●They're flexible. More than half of Gen Z are\r\nwilling to relocate for a new job. They are a generation that prefers to have\r\nmore than one position at a time in a company. They enjoy being given a little\r\nautonomy in the workplace, which makes them more adaptable and flexible than\r\nprevious generations.
\r\n\tRecruiting Gen Z
\r\n\t“Recruitment\r\nis about to become more of a marketing effort. Think of your company as a\r\nbrand. What makes it unique? What makes it fun? How do you visually show that?”\r\n- Heather Watson, behavioral designer at The Center for Generational Kinetics
\r\n\tHow\r\ncan you use all this new Gen Z knowledge to recruit top talent?
\r\n\tOffer\r\na Competitive Salary\r\n\t
\r\n\tGen Z lived through catastrophic recessions\r\nand changes in our financial systems worldwide. They grew up without the\r\neconomic security of the previous generations that impacted how they \r\n\tthink about money.
\r\n\tIf you want to attract the Gen Z workforce,\r\noffer a competitive starting salary. Though they're less averse to hard work\r\nthan reported, they are also adept at measuring and understanding their own\r\nworth.
\r\n\tStart by focusing on salaries and benefits\r\nrather than open-plan offices and weeks of vacation time.
\r\n\tBuild\r\na Brand To Believe In\r\n\t
\r\n\tThough they're less idealistic than\r\nMillennials, Gen Z still expect a company they can trust and believe in. A\r\nwhopping \r\n\t93 percent say the\r\nimpact their job has on society and a company with ethical brand values pave\r\nthe way to a more positive future.
\r\n\tMany Gen Z employees cite a boss they can\r\nrespect is one of their top reasons for choosing a job. Employers must take the\r\ninitiative when it comes to putting forth the right values in the company to\r\nattract the younger demographic, who will soon make up more than half the\r\nworkforce.
\r\n\tUsing\r\nyour \r\n\tcontent marketing\r\n\tand your social media can help you target your ideal workforce.
\r\n\tTake\r\nThe Steps to Value Your Employees\r\n\t
\r\n\tIn the Silicon Valley-style, respecting your\r\nworker means an in-office gym and open-plan workspace. Gen Z is a lot more\r\npractical. Opportunities for mentorships and chances for advancement inside the\r\ncompany are more meaningful than office retreats.
\r\n\tGen Z hates onboard training. The faster the\r\ntraining period ends, the better. They don't want to focus on a personal\r\nrelationship with their boss though they welcome feedback. They look for\r\nchances to learn new skills in the workplace to advance their careers.
\r\n\tInstead of focusing on your trend facilities,\r\nput the focus on opportunities for growth and share skills and ideas in your\r\nrecruitment skills.
\r\n\tAre You Ready for Gen Z?
\r\n\t
\r\n\tAs tech\r\nnatives, Gen Z are the perfect addition to your team. Tech-savvy, media\r\nsophisticated, and born into more than one recession, they're less idealistic\r\nthan their millennial counterparts and more focused on salary and security than\r\npassion. They're still looking for a boss and a company they can respect. And\r\nin that way, it should be easy to align your company’s goals with the goals of\r\nyour next top employees!
"},"authorName":"Sophie J. Parker","authorBio":{"authorBio":"Sophie blogs over at Surehand.com, where industrial safety professionals can find their perfect job. It is her aim to help create a safer world, one inspector at a time. "},"publishedOn":"2019-08-23T15:00:40.167Z"}},"pageContext":{"id":"ebb2166b-77dd-5571-af88-796b4f616592"}}, "staticQueryHashes": []}