Generation Z – those born from 1997 onwards (as defined by Forbes) – has been marking the first steps in the current workforce, and we have every reason to believe they will shake things up with their new advantages and expectations in the workplace.

Stability has become one of the top priorities for Generation Z when choosing a job.

In stark contrast to Millennials – a generation known for job hopping – Generation Z tends to seek and stay in one job for the long term. Stability is a key consideration for job seekers when faced with career opportunities, especially in high-growth industries like healthcare and technology.

Generation Z is extremely attracted to startup opportunities and environments.

A study by  Anne Loehr  found that 61% of high school students, who belong to Generation Z, pursue their dreams of starting their own company or becoming self-employed rather than working for a company.

This information will partly reshape companies' recruitment efforts and will undoubtedly impact the future workplace environment. If you want to succeed in human resources, you must at least understand what makes an entrepreneur and startup models so attractive to this future talent pool. Only then can you effectively incorporate the appeal of these models into the career opportunities you want to attract talent to.

An ideal work environment is one that respects all differences

 

Generation Z is a diverse workforce where there is no room for discrimination based on race, gender, or even LGBTQ+ identity. Undeniably, they are extremely socially progressive and expect the same from their corporate leaders.

The percentage of candidates holding university or college degrees has decreased.

In Western countries, witnessing previous generations burdened with tens of thousands of dollars in student loans has somewhat altered Generation Z's perspective on formal education. Especially in the current era of globalization, this trend is likely to continue in many countries around the world, including Vietnam. It would not be surprising if Gen Z students choose alternative paths instead of attending universities and colleges. These new perspectives on the necessity of higher education will undoubtedly have a significant impact on recruitment activities in businesses and organizations that are currently lacking a large number of qualified candidates.

The "YouTube" generation

One effective way to "win the hearts and minds" of Generation Z is to use video. Job postings and training materials in video format are far more powerful in attracting people who may spend their lives taking selfies and watching videos on their smartphones than text-based content.

The outdated "9-to-5" work schedule.

Generation Z is often described as solitary individuals who prefer working independently. In reality, few in this generation are interested in being at the office from 9 am to 5 pm, simply because they think, "Why struggle with the traffic to get to work for eight hours a day when I can connect with anyone with just a few taps on my smartphone or laptop?"

Generation Z questions technology and its negative impacts.

More than anyone else, this generation has witnessed the emergence of numerous studies and reports, and is self-aware that living in a 24/7 connected environment, especially with technology and the internet, has somewhat hampered the development of communication skills and the ability to establish, maintain, and develop human relationships, particularly among young people. According to Digital HR Tech , this issue is not only a concern for employers but also a worry for Gen Z individuals themselves. 

Place certain expectations on social responsibility from leaders.

Like Millennials, Generation Z wants to work for a socially responsible company. Companies involved in issues of environmental destruction, discrimination, or financial deception of employees will have somewhat limited opportunities to attract the best candidates from this generation.

In short, each new generation has its own expectations and aspirations. Leading leaders and recruiters will be the ones to recognize these differences and develop effective competitive strategies. Although both Millennials and Generation Z share many ideals and expectations, there are truly significant differences that you must grasp in order to develop the most effective talent acquisition strategies. Progressive leaders who constantly innovate with the latest technological trends and demonstrate social responsibility will be the ones who stand firm and lead in the not-too-distant future.

Source: — HR Insider / Via The HR Tech Weekly —