It is estimated that Gen Z makes up roughly 30% of the global population today.
By 2025, this new generation is poised to make up more than 25% of the workforce.
As time progresses, more individuals born between the years 1996 – 2009 are entering the workforce.
These individuals known as the Gen Z generation, bring unique values, ideas and beliefs into the workplace.
Companies, therefore seeking to attract a high-performing workforce must understand these ideas and values to retain them as valuable assets to the organisation.
What characteristics define Gen Z?
This generation grew up in a post-9/11 world, during the Great Recession and a time when many social and cultural shifts were taking place. Greater concern was placed on issues such as income equality, environmental concerns, social justice, economic liberty, gender disparity and work-life balance. These issues defined the values of the Gen Z generation, which encouraged them to be:
Open-minded and championing diversity
Many of the concerns, stereotypes and prejudices held by previous generations have now been challenged by this current generation. With Gen Z, there is a high value on diversity, cultural acceptance, equality and empathy.
Technology lifestyle
Gen Z is the generation that grew up with the internet, social media, mobile devices, and global connectivity. Technology is a lifestyle for Gen Z individuals. Many of these individuals would not have remembered a time where technology did not play such a significant role in the way we presently communicate, entertain, research or live our daily lives.
Embracing change
Gen Z individuals are more accepting, and sometimes demanding of change than their previous counterparts. Whether, it’s a push for more diversity, opportunity, security, efficient technology or greener corporate policies, Gen Z has never been opposed or afraid of change.
Innovative & entrepreneurial
Many individuals of the Gen Z generation prefer to be self-starters and prefer to ‘make a life’ as opposed to ‘make a living’.
These individuals prefer the flexibility, autonomy and creativity that entrepreneurship affords. Many become online entrepreneurs, freelancers or digital nomads who manage their time, finances, resources and business from anywhere in the world.
Idea-based & solution oriented
The Gen Z generation is solution oriented. Problems have existed while growing up, which previous generations did not have to deal with. Whether these problems were global pandemics, online security threats, cyber bullying, a volatile job market, or overly saturated industries, members of this generation often have to rely on unconventional methods such as exploring the online world for career opportunities.
What is Gen Z looking for in the perfect job?
Being the generation growing up with technology in their back pockets, Gen Z is quite accustomed to instant results and efficient service. As such, when looking for a job, they will seek those companies who can appeal to their need for results, efficiency and meaning.
A fair and reasonable compensation would still appeal to Gen Z. However, this crowd tends to place a lot more emphasis on meaningful, interesting work as opposed to compensation. Members of Gen Z prefer jobs that are engaging, challenging and allows them to use a variety of skills and ideas.
What are some ways managing Gen Z is different from previous generations?
When managing this generation, it is essential to understand they:
Appreciate flexibility
Gen Z generation prefer work models that facilitate productivity and convenience. They appreciate having time for things they enjoy and consider important. Time is very important to Gen Z as they commonly strive to maintain a healthy work-life balance. They also place just as much importance on job flexibility in comparison to job security.
Enjoy stimulating challenges
Whereas previous generations would have worked in jobs purely for economic benefits and retired after decades of service, this present generation seeks to maximise the value of their time. They respond well with management styles that match them with tasks they can learn and find purposeful. These sorts of tasks also appeal to their interests and allows them to contribute their own ideas.
Things to consider when hiring Gen Z
For companies seeking to hire, it is vital to understand a typical Gen Z job seeker would thrive in:
A collaborative work environment
Though Gen Z is considered most reliant on technology, they do place high value on social interaction and relationships. Preferring job flexibility does not mean that the Gen Z worker does not, or will not thrive in a collaborative team.
Conversely, because they place high value on community and equal contributions, Gen Z individuals will appreciate a work environment that fosters healthy relationships and provides opportunities for growth and team work.
Promote equal opportunities
Many members of this generation may have heard stories where their parents or grandparents may have faced some sort of injustice, prejudice or discrimination. Companies when hiring should promote and provide equal opportunities for everyone, despite race, gender, age, sexual orientation or socio-economic background.
Values matters
Many of today’s generation would not want to associate or work for a company that is environmentally irresponsible, biased, unsafe, corrupt, exploitative, unethical in its corporate practices or fosters a toxic workplace environment.
When hiring members of this generation, it is essential that a company has sound corporate values, and high level of business ethics by which they proactively abide.
Tips to attracting Gen Z candidates
When seeking to employ members of Generation Z, other helpful tips to consider are:
Having a good Corporate Social Responsibility Program.
Many people are socially and environmentally conscious and therefore want to align themselves with companies that consider the environment, invests in clean energy, philanthropy and places people before profits.
Rebrand the job description.
Gen Z individuals enjoy contributing in a meaningful way to causes they believe in. Rebrand the job description to seek out “contributors” instead of “employees”.
Provide a degree of flexibility
As best as you can, if not a fully remote arrangement, try to provide a hybrid model, or work through lunch options.
Solicit their ideas.
Giving them a voice, to share their ideas, solutions and contributions will not only attract, but retain them for the longer term.
Provide opportunities to grow
Any company that places importance on development, mental health and consistent learning will undoubtedly attract the best candidates from the Gen Z generation.
