It’s been more than ten years since the term “millennial” was introduced to society, and since that time, millennials have graduated from college and quickly assimilated into the workforce. Those once-fresh-faced newbies are now approaching 40, and their replacements, known as Generation Z, are stepping in the door.
Born after 1996, members of Gen Z have never known an adult life without smartphones, and they don’t search for work, evaluate offers or climb the ladder in quite the same way as their predecessors. But they’re clever, hardworking, ambitious and self-directed in ways we’ve never seen (and we’ve been in the staffing business for a long time).
Gen Z is still in school for the most part, but they’re coming to the workforce sooner rather than later. If you’re hoping to attract this invaluable young demographic to your workforce, how can you adjust your tactics and your offerings? Apply these tips today and you’ll be better prepared for tomorrow.
If a young worker can cover vast ground and apply for 27 jobs in ten minutes by using the internet, they will choose that option over a two-hour coffee-and-chat session with a marginally promising third-degree network contact.
For Gen Z, this decision is a no-brainer. Meet them, court them, appeal to their interests and learn about their backgrounds digitally if you can, and expect them to do the same. They appreciate efficiency, and they aren’t afraid of screens.
Baby boomers once saw a two-year workplace tenure as a kind of compromise, and if possible, they preferred to park themselves with one employer for decades, if not for life. This is NOT the dream of Generation Z. In fact, the opposite seems to be the case. Younger workers see a tenure of more than five years as a form of stagnation, and they’re interested in growth, not long-term stability. Shift your focus from retirement benefits to health benefits, and instead of working out a shared long-term plan, let them know how far they’ll grow, how much they’ll learn and what you can do for their career development in the short term.
Younger workers don’t always enjoy looking into the future and seeing themselves chained to their desks and toiling for their employers well into their 40s and 50s. They prefer to envision a working life in which they start as employees and eventually evolve into entrepreneurs and business owners. This isn’t true for everyone, but if your Gen Z employees have an entrepreneurial plan in mind, respect it and help them reach their long-term goals while they commit themselves to your enterprise for the time being.
For more on how to identify, approach and attract the newest workforce generation, turn to the recruiting professionals at Executive Alliance.