Generation Z is entering the workforce, which means recruiters need to think about how best to find the right positions for this demographic.
Generation Z – typically defined as those born between 1990 and 1999 – has hit the workforce. While this generation isn’t a new species, and will often react in generally the same way as Gen Y before it, its members still have a different perspective on work and will require a unique approach to deal with.
This is something recruiters in particular need to bear in mind. If you want to be able to find the right positions for Generation Z candidates – particularly if your aim is to get them into long-term roles – you need to understand how this group views work, and what they are hoping to get out of it.
Luckily, there has been plenty of research done on how Generation Z feels about the world of work. Here is how you can access this demographic group, adapting your offerings in order to find the right positions for this up-and-coming demographic.
Training is vital
Members of Generation Z have a lot of expectations about their careers. According to a recent study from Accenture, 85 percent think they will earn more than £25,000 per year, for example, while 93 percent expect to find a job in the same field as the one they studied at university or college.
However, one of the main expectations – something that 98 percent of Generation Z members said they needed in order to further their career – is training provision. This group expects skills development to be a part of their working life and ideally wants to be trained consistently and regularly throughout their career.
While 81 percent of Generation Z workers received training from their first employer, some of this will have been one-off sessions on occasion. To make sure you place candidates from this group in the right job, you need to make sure the company has a solid training programme in place that will offer them the progression they need.
They’re ready to put in the work
It’s a common stereotype that the youth of today are lazy or disinclined to put in effort, however, this seems to be nothing more than the standard complaints of older generations. While those born after 1990 have a lot more advantages compared to their elders, this does not mean they have been made lazy.
In fact, according to research from Robert Half, 77 percent of Generation Z members expect to work harder than previous generations in order to have a satisfying career. Only six percent thought their careers would be easier than their elders’ were. This means you don’t need to mollycoddle your Gen Z candidates; they’ll be ready to put in the effort if needed.
They want to progress
When you try to place Generation Z candidates in jobs they will stick with and find satisfying, what do you focus on? Plenty of recruiters would point to things like salary or bonuses, but it turns out these aren’t as much of a motivator for this group as you might think. Instead, you need to focus on progression and development.
Robert Half asked its Generation Z study subjects to list their top three priorities when seeking a full-time job, and the results were clear. Almost two-thirds (64 percent) of respondents had “opportunities for career growth” as one of their options. This was a full 20 percentage points more than for any other answer.
Generous pay was the second-most important answer, but with only 44 percent of respondents listing it, it cannot be seen to be nearly as large a motivator as career progression is. That doesn’t mean it can be neglected, of course; you should still make sure a good salary is available for your Generation Z candidates. However, they will be willing to wait for it if progression is on the cards.