So, you’ve finally got a handle on recruiting millennials. Congratulations! Now it’s time to start preparing for Generation Z in the workplace.
Don’t think that the two generations are one and the same. A survey by Randstad found that while 46 percent of millennials would prefer to work in a corporate environment, only 16 percent of Gen Z would.
Before you throw your hands up in the air at the thought of catering your recruiting to yet another generation, remember we still have a few years before Gen Z graduates college. But fortune favors the prepared.
Here are some expert tips on how you can start getting ready now for Generation Z in the workplace:
1. Start experimenting now.
Personalization is getting easier with technology, so use that to your advantage. Communicate what your company can offer to older workers and younger workers, and then target them strategically.
For example, maybe older workers are more likely to be on Linkedin and younger more likely to be on Instagram. You can’t change your recruitment strategy overnight, and there will be so much testing involved that it makes sense to start now so that you’re more prepared than your competitors.
2. Speak their tech-savvy language.
Generation Z is a unique group because they are the first to be born into a completely digital world. Their brains are wired to not only absorb countless amounts of information, but to take it in instantaneously. As the world continues to be inundated with more and more information, companies will need employees who can keep up. This is where Generation Z steps in. By getting prepared now, you will be able to attract and hire the cream of the crop and mark your company as a leader in your field.
At The Halo Group, our strategy is to connect with Generation Z by speaking their language. For them, a positive work environment is one that offers creativity, personal growth, and social connection. We speak to these needs by showcasing our work and sparking discussions via social media. By exhibiting the work that we do and engaging in conversation, we actively show Gen Z that our company offers its employees the opportunity to innovate, connect, and grow in a tech-savvy, fun ,and meaningful way.
3. Give them something and someone to relate to.
Generation Z is looking for a connection to the workplace. They are not impressed with meeting “Bob” from accounting who has been with the company for 20 years, as the majority of Generation Z cannot relate to this concept of staying with one company for so long. A more progressive-thinking work environment with the ability to have a work/life balance is what they want. Generation Z wants to start their work career, but is not ready to give up their personal life/beliefs in order to do that.
Employers should have other Generation Z employees be a part of the interview so the Generation Z candidate will have someone they can relate to during this interview process, which will help make them more comfortable with the idea of employment at the company. Also, having an internship or co-op program will attract Generation Z candidates to your workplace giving the employer the opportunity to hang on to these candidates after they officially graduate.
4. Embrace their independence.
Gen Z has the potential to become the most independent generation ever seen. Growing up, almost any question they had could be immediately answered using Google, reading advice columns, and watching do-it-yourself projects. As a result, Gen Z will differentiate from other generations seeking entrepreneurship, independence, and purpose when looking for employers.
Part of this independence will be seeking employers who offer flexible work schedules and virtual teams. In addition, this sense of independence will cause Gen Z to look for organizations that give them the chance to voice their opinions and the chance to move up the ladder quickly.
5. Understand how they select their roles in an organization.
Stability is not Gen Z’s first reason for applying and staying in a role, unlike previous generations. They are looking for roles that they can create around themselves, rather than them fitting into a role.
Gen X and Baby Boomers have experienced the change in the workplace when Gen Y entered the workforce, undoubtedly Gen Z will make their mark and will select roles that they want. Employers will have to be quick to choose the best and be the best, so as to retain them. Select the candidate who has the personality then the ability, except of course where a certain skill is required.
What are some other ways to start preparing now for Generation Z in the workplace? Share in the comments below!