Generation Z is one of the largest generations in the world and is set to surpass Millennials as the largest. Comprised of those born between 1997 and 2012, these individuals are shaped by new factors. The slow start Millennials faced during the beginning of their careers may not be the fate of Gen Z. While many generations adopted pragmatic and cautious business approaches due to the Great Recession, Gen Z may not adopt these characteristics. They will be shaped by their own nuances. Understanding the type of workers they will be is imperative for businesses hiring the newest members of the workforce: the graduating class of 2020.
Defined by Technology
While older generations remember a time before the internet and Millennials were shaped by rapid technological developments, Gen Z individuals were never without the web. In fact, the oldest Gen Zers were around 10 years old when the first iPhone came to market, meaning not only did they grow up with the constant connectivity of cell phones, but most of them grew up with the understanding of smart phone technology.
A study by Pew Research points out that “Baby Boomers grew up as television expanded dramatically, changing their lifestyles and connection to the world in fundamental ways. Generation X grew up as the computer revolution was taking hold, and Millennials came of age during the internet explosion.” All of these innovations have been part of Gen Zers from the start. And while coming-of-age Millennials adapted to constant connectivity, social media, and streaming services, Gen Z has never been without these technological advancements.
Always Connected and on the Go
Although technology is an important aspect of all generations, Generation Z is one of the most connected groups of individuals in history. According to a study by the Institute of Business Management, nearly three-fourths of Gen Zers spend their free time online, while 66% report using more than one internet-connected device at a time. They stay connected through smart phone use (75%), while using a laptop far less (45%). This enables them to stay connected by using their time to communicate with others (73%) and accessing entertainment (59%). Due to their high expectations of technology, 60% won’t use an app or website that is too slow to load. These habits help prepare Gen Z for the fast-paced world of the modern workplace, though their need for constant technological stimulation may cause issues with more seasoned workers who view their multi-tasking skills as selectively unfocused.
Gen Z in the Workforce
While Millennials became disillusioned during the Great Recession due to a lack of jobs upon graduation, more than one-third (35%) of Gen Z college students expect at least one job offer upon graduation (Yello Recruiting Study).
Additionally, where these young professionals lack in experience, they are more than eager to make up for it in skills. According to a LinkedIn survey, 59% of Gen Z say they will learn new skills if it helps them get higher pay from an employer. This generation’s unique traits and behaviours will shape the next several decades of how work is conducted. Deloitte explained the change in the workforce as a “return of the Renaissance figure: a person with many talents, interests, and areas of knowledge.” This will require employees with these four key skills:
- Digital tools and technology skills
- Comfort with analytics and data
- Business management skills
- Design and creative skills
How to Attract Gen Z Employees
According to Bloomberg, Gen Z surpassed Millennials in 2019 making up 32% of the world’s population. And while Millennials are still the largest generation in the workforce, this next generation will soon surpass that mark. This shift will make it imperative for businesses to adapt to the next generation of workers in order to attract, recruit, and retain those in the top talent pool.
Deloitte offers this advice for businesses to adapt to the changing workforce:
- Develop the profile of a great employee, establish internal apprenticeship programs, or hire smart, talented people and then match them with a role once inside the organization.
- Create latticed career paths and multiple work formats.
- Set up internal marketplaces to match projects with needed skill sets.
- Leverage the expertise of Generation X, Millennials, and Baby Boomers to help mentor Gen Z into strong leaders.
- Consider the attractiveness of the industry you are in and the reputation of your company and plan accordingly.
Though there is still much to be learned about this young, bright-eyed generation, we can take insight from their traits up to this point. We expect them to change the way careers are shaped, as well as recruiting practices. Their quick-adapt approach to technology, and how well businesses embrace their skills, will prove to be a difference-maker. Although most of these graduates won’t walk the stage this year due to the COVID-19 pandemic, and their transition from college to the workforce has been somewhat without the same fanfare as other graduations due to cancellations and social distancing, don’t let their quiet transition into professional life fool you. This group of individuals will change the workforce forever. Will your business be ready?