Every passing generation has been given a name – Baby Boomers, Generation X, Millennials, and now Gen Z. Those who are part of Gen Z were born between 1995 and 2010. This means the oldest are 22 and just entering the workforce. In past years, much of an employers focus has been on millennials, but it’s now time to turn your attention to Gen Zers who may have a lot in common with millennials but have significant differences that may mean you’ll have to change the way you recruit, retain and manage your younger employees.
Generation Z Is Not Millennials 2.0
For the first time in history, there will be four generations of individuals in the workplace who will have to coexist. The oldest are Baby Boomers, born between 1944 and 1964, they’re currently from 55 to 75 years old. This generation is slowly leaving the workplace, but at a slower pace than those before as the economy has not always been kind to their retirement accounts.
Millennials, also known as Generation Y, were born between 1981 and 1996. The oldest are 38 years old in 2019 and they represent 25% of the current U.S. population. They have led technology adoption and digital solutions, fundamentally changing how they have lived and worked. This has earned this generation the stereotype of job-hopping.
Before the incoming population of Gen Z, Millennials were the largest and most racially and ethnically diverse generation. This title is now held by Gen Z who is the largest generation in American history, taking up 27% of the US population. These people have grown up with technology, social media, and the internet, all of which may have caused them to be stereotyped as tech-addicted, antisocial individuals who are more interested in their smartphone than in the people around them.
How Can the Workforce Prepare for Gen Z?
Due to size and tech-savviness, this group has a greater influence on how businesses are developing. This section of the workforce is turning back to traditional ways that may have been birthed from a longing for financial security after watching their parents experience the Great Recession. While millennials may have been more motivated by purpose, Gen Z tends to lean towards security. They care about making a difference but are also motivated by life outside of work. This means recruiting a member of Gen Z may be more successful if you’re able to offer the potential for job security and future raises.
Gen Z is also more competitive than the collaborative Millennials who were team-oriented. Gen Zers enjoy working on their own and they want to be judged on their own merits rather than those of a team. They feel the need to continue to develop their skills and they understand the benefits of working hard and being rewarded for it.
They turn away from open collaborative workspaces, preferring to manage their own projects and work in an independent space. This means you may find they are extremely productive as a freelance operative for your company. The generation has tried to steer clear of debt by trying more affordable education options. All they may not have the credentials you’re looking for, they may have skills.
As opposed to their Millennial counterparts who enjoy communicating over email, Gen Z likes to talk face-to-face. Those who are working from home or are communicating with companies across state lines will be more open to video chat than to email. While they are more enterprising, it appears they’ll be more flexible, more loyal and are much more digitally savvy than generations in the past.
Are You Seeking Ways to Recruit, Hire and Manage Gen Z? We Can Help!
At Stellar Staffing Solutions, we help you find the talent you need to grow your company. It’s our mission to provide you with the right people, closing the gap in your staffing shortages. Call our professional recruiters today – we are experts at helping you find the right people and guiding you through the coming years.
Leave a Reply