Everything You Need to Know About Hiring Gen-Z
Every year the entry-level workforce gets more and more tech savvy. Remember the way the advent of the millennial shook corporate America to its core? The oldest millennials are now in their 30’s. Chances are pretty good that a number of people on your leadership team are considered millennials. A new invasion has begun: Generation Z.
The media tends to clump all of the younger working adults together as “millennials,” but there are a few distinctions that should be made about our newest addition to the workforce. Generation Z, which Pew defines as anyone born after 1996, likely doesn’t remember a time without access to internet. This contributes to an “always on” mentality that further warps the workday beyond the standard 9-5.
Generation Z is just now starting to graduate college and compete for skilled-jobs. As you set your hiring goals for 2019, let’s take a quick look at a few myths that surround the Z workforce:
Myth: Generation Z Prefers to Communicate Electronically.
A Randstad report surveyed 1,965 Gen Z’ers who have entered the workforce about their expectations when preparing for work: when asked to rank their preferred method of professional communication, Gen Z would prefer communicating with co-workers and managers in-person rather than by email or by phone.
Why? Growing up with so many technological tools to keep them connected and organized, Gen Z has a better understanding than previous generations of when in-person connections are more valuable than emails and texts. When receiving feedback or having important conversations about tasks, Gen Z values face-to-face communication over the ease of an email.
Myth: Generation Z Wants a Flexible Workplace
We’ve all watched the millennial workforce nudge the workday later and pick away at the cubicle-ridden corporate structure. In its wake, the youngest members of the workforce are asking for one main thing: flexibility.
Surprising to some, flexibility doesn’t just mean remote work. Instead, it means empowering your employees with the ability to choose how they best work. A lot of companies have started moving towards a wholly remote workforce- it’s cheaper and seems to be the most flexible option for young talent. However, the same Randstad study above reported that 41% of Gen Z’ers actually want to work in an office.
So how can you manage employee expectations and desires? Offer remote work days, flexible hours, or even results-only-work-environments, but let them choose how they use them. You might find that your younger staff prefers to be in the office all day, or that they get their work doe in the middle of the night and want to present it to you first thing in the morning. Set some outer limits, but empower your staff to do their best work on their terms.
Myth: Generation Z Is Motivated By Work-Life Balance
To be honest, the Gen Z’ers that have hit the workforce so far are pretty evenly divided by their major workplace motivations. Randstad found that 29% of respondents said that work-life balance would be a major motivator for taking a job. Comparably, 26% said that career advancement opportunities are what motives them.
Remember that the “always on” mentality already blurs the lines between work and life for many young people. It’s not uncommon anymore to receive work-related emails after hours. For a lot of Gen Z’ers this is a confusing area. While many agree that being able to accomplish work-essential tasks outside of the office is a perk, they also don’t want to be accountable 24/7.
For you, that means creating a culture that doesn’t necessarily separate work and home life. Instead, promote a healthy mix of the two by with easy policies like letting employees leave early to miss traffic if they hit their quota for the day, or hosting monthly happy hours with staff to promote friendships outside of the office.