What Employers Should Know About Generation Z

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PrideStaff_monica_ond17By Monica Eboda, MBA, 

Owner/Strategic Partner

PrideStaff Wilmington 

 

Just when you think you finally have a good grasp of Millennials, along comes a newer batch of prospective employees . . . outnumbering Millennials by about a million!

The 60 million members of Generation Z – young people born after 2000 – make up a quarter of the U.S. population. And while the oldest members of this group are just getting their feet wet in college and the workforce, employers need to start thinking about their impending tidal wave.

Here are a few things employers should know about Generation Z in order to prepare your business to attract and retain talent from this age group:

Generation Z, Defined

Generation Z are the children of Generation X, once dubbed the “slacker generation.” Gen Z was raised with technology, they never experienced the thrill of waiting for dial-up internet, and they don’t know a life without smartphones or social media. More than any other generation, they are comfortable sharing personal details on social media and they are used to consuming information in rapid-fire speed online. These factors are important, because they shape what Gen Z is looking for in the job market.

Save Your Ping-Pong Tables, Gen Z Wants Perks

Millennials’ heads could be turned with nap pods, ping-pong tables and a beer fridge. While Generation Z appreciates these perks, they are looking for more substance. A recent survey indicates the top three perks that Gen Z looks for in a job are:

  • Comprehensive health benefits
  • Good salary
  • A boss they respect

While millennials are driven by passion, Gen Z puts a little more emphasis on practicality. They are graduating with near-crippling student loan debt, and they know that health insurance costs continue to skyrocket. However, they also want to work for people they respect and companies they believe in.

Gen Z Idolizes Entrepreneurs

Generation Z grew up with role models like Steve Jobs, Elon Musk and Mark Zuckerberg. They have been hammered with the idea that you are responsible for your own success. This generation tends to be self-motivated and wants to be given autonomy. They dislike micromanagement and want the freedom to try new approaches and test new ways of solving problems. Managers should be prepared to give young workers space, but they must also be prepared to help them set realistic expectations. Some Gen Z-ers will want to go straight from the entry level to the C-suite. Expectations can be managed with strong career development support and ongoing feedback to help them understand what they are doing right, and what they still need to learn.

Generation Z is Looking for Meaning

Like millennials, Generation Z wants their work to have meaning. They don’t all flock to nonprofits, but they do want to know the work they do is part of something bigger. It will be important to connect young workers to the big picture, so they understand how their work contributes to the success of the team and the organization as a whole.

– Article courtesy of: CareerBuilder

Ready to Hire Gen Z Talent?

With proven recruiting and assessment methodologies, a professional staffing firm can help you move beyond generational labels and hire the right talent – even in today’s full-employment economy.

For more strategies on ways to attract, manage and retain Generation Z talent, reach out to the experts at PrideStaff today at 302-476-8097, Wilmington@pridestaff.com, www.pridestaff.com/wilmington

Testimonials

“Monica responded to a concern immediately and helped me navigate through stressful staffing issues. She personally came to my office to meet me and to understand my staffing needs, and to make sure that her employees would also be in a safe, professional work environment.” —Family Law Attorney, DE

“PrideStaff helped me find employment. The team is professional and kind, and will help you every step of the way.” —Administrative/Office Manager

About Monica

Monica Eboda brings over 25 years of relationship management, executive coaching and leadership experience in the financial services industry, to her role as Owner/Strategic-Partner for PrideStaff Wilmington. She helps clients drive growth and profitability by identifying business opportunities, developing effective solutions and leading execution.

Having dedicated much of her career to recruiting, growing and retaining top talent, her collective experiences have taught her how critical hiring exceptional people – individuals who are a great fit for both job requirements and company culture – is to an organization’s success.

PrideStaff Wilmington

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