Recruiters need to prepare for the upcoming generation

Generation Z was born after the mid-90s and its oldest members are about to enter the workforce. Here are some key facts about this group of people.

Members of this generation are self-directed and used to accessing answers and inspiration from the internet and their peers. They are immersed in technology and always engaging in a digital narrative and global community. Gen Z tends to rely on peer influence—even those whom they’ve never met in person. Furthermore, they are more pragmatic and less dependent on their parents than Gen Y.

Generation Z expects to change the world. Two-thirds of Gen Z would rather be entrepreneurs than employees and they seem more focused on following passions and values than making money.

Considering that Gen Z is about to enter the labour market, recruiters must rethink their strategy to attract talent. Some ideas include evaluating the way you work. They are used to mobility and, even though they want stability, they will require communication and working styles that suit their needs, such as remote working and flexible schedules.

In addition, employers must take into account that Gen Z have entrepreneurial spirits and want to add purpose to their professional paths. Therefore, designing career paths that include leadership and encourage “intraprenuerial” roles within their company is actually a good idea. Gen Z need a career they can actually love.

A final piece of advice involves reviewing the way in which management communicates. Gen Z members demand transparency and expect management to be honest with them in every aspect of their jobs. If you place value in this and engage them with clear communication and expectations, you’ll attract and keep loyal employees.

If you try to play by the old rules, your employers will struggle to keep up; changing your strategy now to anticipate Gen Z will create a workplace that attracts the youngest generation as they start their careers.

Source: Talent Culture