Generation Z, or Gen Z, are true digital natives. They’re born between 1995 and 2010, and they’ve been exposed to the internet, technology, social networks from the earliest of their youth. They’re quite comfortable with modern workplace trends and can adapt to them with much ease and dexterity.
As global connectivity sees a rise, generational shifts can play a crucial role in setting hiring standards. There could be plenty of hiring options, and a possible conflict between hiring more established millennials and Gen Z that are just entering the workforce. To resolve such conflict, recruiters could look at how well these two generations are when it comes to productivity and dealing with workplace distractions.
A study from Future Workplace commissioned by Plantronics Inc. revealed that 35 percent of Gen Z are comfortable with using headphones so that they can deal with distractions. In addition, about four in ten Gen Zers can relocate to comfortable spaces like cushions to work.
The ability of Gen Z to deal with distractions through adaptation and a different working style could add to the efficiency of a company or organization. Besides, these young people have been influential, and they have set benchmarks across socioeconomic standards. This means that they’re more in touch with certain markets despite the fact that they’re new job seekers.
Defining patterns for Gen Z
The behavioral patterns of Generation Z could make them a favorite in the job industry. According to a study by McKinsey & Company based on a survey, Gen Z have an undefined ID, which means that they don’t define themselves in only one way. They are also ‘communaholic’ and radically inclusive, which helps them connect through different truths. They are dialoguers and work in a way where they can eliminate confrontations. Gen Z are also known to have a realistic approach to life where they live pragmatically.
The challenges that businesses have revolve around rethinking how to deliver more value to their customers and finding an efficient way to scale mass production while keeping in touch with personalization.
Gen Z, with their versatile approach to subjects and more familiarity with technology, can help businesses address the gap which comes between their product, marketing, and work ethics, since most of what companies preach tend to alight with the thinking patterns of Gen Z.
Face-off with millennials
While bits of popular culture and established beliefs look at millennials as people who slack at work and do not look forward to buying homes and cars, they are growing up and moving into managerial roles, having kids and family.
The oldest of Gen Zs, on the other hand, have just entered the workforce.
With millennials already finding themselves comfortable in the workforce, employers are bound to tackle the new challenge of accommodating Gen Z in the workforce.
The saturation of Gen Zs and millennials in the workplace are quite different. According to various sets of data, millennials will comprise 75 percent of the workforce by 2025. On the other hand, considering how young the Gen Z are, they’re expected to form 31 percent of the workforce by 2025.
The education and desired training of these two groups are also quite different. Sixty percent of millennials want on-the-job training so that they can develop leadership skills. At the same time, Gen Z are quite self-driven and believes in independent research — 75 percent of them think that a college degree is not the only way to get a useful education. Compare this to millennials — 47 percent of whom have a post-secondary degree.
The recruitment preferences of millennials and Gen Zs differ as well. Millennials believe that 29 percent of the time, recruiters have a significant impact on them when they take a job. In contrast, Gen Z say that recruiters are the primary reason they accept a job 44 percent of the time. More Gen Z individuals prefer to communicate with recruiters over text; 15 percent of Gen Z against 9 percent of millennials believe that they are annoyed by back and forth calls to set up interview processes.
Gen Z are also quite willing to switch jobs. On the flexibility front, 69 percent of millennials prefer flexibility at the job where they can work anytime, anywhere. Gen Z, on the other hand, prefer stability and job fulfillment over flexibility.
The top two career priorities for both of these generations are salary and work-life balance. Beyond these two factors, millennials look at opportunities for career growth, while Gen Z look at meaningful duties and projects.
As far as technology is concerned, millennials are the “always-on” generation. Ninety-eight percent of them own a smartphone, and 91 percent of them say that the company’s technological sophistication impacts their decision to work there.
Time to adjust recruitment techniques
Gen Z is just graduating and gradually entering the workforce at a time while millennials are entering managerial positions.
Considering the influx of Gen Z in the workforce, it is high time that recruiters adjust their recruitment techniques on the grounds of retainment, technological capabilities, and competitiveness.
With a more specific approach to recruiting Gen Z, companies and organizations can leverage their potential to a point where they can ensure maximum productivity in this age of distraction.
Latest posts by Margo Mora (see all)
- Recruiting Gen Z In The Age Of Distraction - June 13, 2023
