GETTING TO KNOW GENERATION Z

Generation Z, ready to step up to the market, born between 1995 and 2010, Gen Z will be just as focused and driven as Millennial, however, their definition of a “good employer” will vary in some important areas. Therefore companies will have to adapt the new jobs to this group of people characteristics and needs.

 

But, WHO ARE GEN Z? And HOW CAN WE ATTRACT THEM TO OUR COMPANIES?

 

A global survey of 2,000 people made to Generation Z and Generation Y (Millennial) from 10 different countries suggests that the former may be better equipped than the second to succeed in the new world of work. The study researches about generations work preferences, styles, perceptions of others and their biggest influences. Although they have many similarities, certain key differences divide them and these are important for entrepreneurs, marketers and recruiters. Organizations that understand and are directed to the preferences of Generation Z will have a greater advantage when hiring. Generation Z seems to be more entrepreneurial, loyal, open-minded and less motivated by money, unlike Millennial. Also seems to have more realistic expectations of their workplace. Millennial are more optimistic about the future, while Gen Z understands what they will face and are finding ways to adapt to this new reality.

Let's review 5 of the most relevant unique characteristics of the Gen Z.

1. More entrepreneurial. 17% of Gen Z wants to start their own business and employ others versus 11% of Gen Y. What makes this new generation better positioned for business leadership is that they have access to more people, resources and information sooner because of the Internet. When you hire someone from Generation Z, create an entrepreneurial culture that allows focus on new projects tied directly to business success spirit.

2. Less influenced by money. 34% of this generation said to be more motivated by opportunities to grow, while 34% of Millennial said that cares more about the money. Generation Z saw that the financial crisis did to the Millennial, and therefore are even more conservative and strategic. They also realize they need to have a job and advance to learn as much as possible and are aware that often the learning does not come with a big check.

 

3. Prefer traditional methods of communication. Although many people think that platforms like Facebook or Snapchat are used by this generation, it is the opposite. Most of these people, 51%, say they prefer the personal communication with managers rather than send the information by e-mail 16% or instant messaging 11%. If you want to hire individuals of this generation or sell something, you should not ignore using traditional methods of communication. Rather than just send them messages, invite them to a meeting.

 

4. Want to be taken seriously. This generation knows they are young and just starting their career, but also wants companies to give them support and a platform to be heard. 61% wants managers to listen to their ideas and value their opinions rather than Generation Y that only 56% care about it. They say that the workplace should be less about age and more about the ideas and contributions. They want to be in the boardroom, not to ignore them and have to wait for years to have that opportunity.

 

5. Want to work for an honest leader. Half of this generation 52%, establishes that honesty is the most important quality a good leader. They want leaders to be open with them and won’t withhold information because of their age or degree. If you are honest, they will trust you and want to work with you or buy things, that simple.

Without question, Gen Z has big aspirations for the future and are motivated to climb the ladder. Knowing professional development and growth opportunities are essential to their success, Gen Z will prioritize companies that are engaging and encouraging over those that are not. By appealing to Gen Z’s desire to learn while offering opportunities for substantial growth, employers can successfully attract and retain the next generation of talent stepping up to the market.