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How to Recruit Gen Z Workers for Tech Jobs

“They were born between between 1995 and 2012. At 72.8 million strong, Gen Z is about to make its presence known in the workplace in a major way—and employers need to understand the differences that set them apart. They’re radically different than the Millennials, and yet no one seems to be talking about them—until now. This generation has an entirely unique perspective on careers and how to succeed in the workforce.”

- David Stillman & Jonah Stillman, authors or “Gen Z At Work: How the Next Generation Is Transforming the Workplace”

Generation Z is the demographic group after the Millennials, or babies born after 1995. Though they're often lumped in as Millennials, there are some key differences.

Chiefly, since they were born during the Internet age rather than growing up in a world that gradually adopted the internet, they were the first generation raised online. That makes them ideally suited for tech jobs, because:

-They are quick to adopt new technologies.

-They are adaptable and creative when it comes to finding solutions to problems.

-And they are used to navigating through the noise and finding answers.

There are a lot of misconceptions about what Gen Z workers want and expect out of their employment. But with the challenges and changes of new recruitment, you can't afford to bank on stereotypes and marketing ploys.

This guide will help you separate fact from the myth of Gen Z. It will also help you target and appeal to Gen Z workers for your tech company.

Myth 1: Gen Z Prefers To Communicate Online

Though they grew up online, a large percentage of Gen Z prefers to communicate face-to-face.

That doesn't mean they don't value the internet. More than half believe that technology allows them to be more productive. But when it comes to communicating with bosses and co-workers, they prefer Facetime and video conference over text and email. This allows for a less formal and more immediate, personal communication.

Allowing for flexible, personal communication in your workplace and during your interview process will make your workplace a less formal, more relaxed place to work. Though your recruitment tactics may work online, you'll need a personal and innovative touch to stand out from the pack and find the right employees online.

Myth 2: Gen Z Don't Believe They Need to Work Hard

Like the Millennials before them, Gen Z has a negative reputation for being lazy, entitled, and unmotivated for hard work. Part of this is because of the speed and convenience found in our consumer culture.

Gen Z works much harder than their reputation suggests. They are more willing to accept that they need to work harder than previous generations to achieve a good life. And they're less likely to job-hop than Millennials.

Instead, they'd much rather have a job they can rise through the ranks, and that gives them purpose. Gen Z only leaves industries and companies which don't allow them the space to grow and develop, both in terms of skill, satisfaction, and economics.

Myth 3: Gen Z Are Looking For Job Perks

Tech startups are notoriously about open-plan workspaces, weekend getaways, and a relaxed company culture with additional fun stuff. But Gen Z is surprisingly practical. What they are looking for most in a job is health insurance, a competitive salary, and a boss they can respect .

Gen Z is less idealistic than their millennial forebearers. They do cite diversity in the workplace and a company's impact on society as essential factors for their work satisfaction.

Benefits of Gen Z in the Workplace

Now that we've debunked some of the myths, take a look at the benefits of building a Gen Z workforce. As you can see, many of the differences between Millennials and Gen Z are precisely why they make the perfect employee for your company. Here are a few examples:

●They're loyal. Most members of Gen Z want to find a stable job where they can rise through the ranks rather than job-hopping.

●They are looking for instruction. Most members of Gen Z don't mind quick and concise instructions from the boss. They're also more comfortable being monitored at work.

●They're flexible. More than half of Gen Z are willing to relocate for a new job. They are a generation that prefers to have more than one position at a time in a company. They enjoy being given a little autonomy in the workplace, which makes them more adaptable and flexible than previous generations.

Recruiting Gen Z

“Recruitment is about to become more of a marketing effort. Think of your company as a brand. What makes it unique? What makes it fun? How do you visually show that?” - Heather Watson, behavioral designer at The Center for Generational Kinetics

How can you use all this new Gen Z knowledge to recruit top talent?

Offer a Competitive Salary

Gen Z lived through catastrophic recessions and changes in our financial systems worldwide. They grew up without the economic security of the previous generations that impacted how they think about money.

If you want to attract the Gen Z workforce, offer a competitive starting salary. Though they're less averse to hard work than reported, they are also adept at measuring and understanding their own worth.

Start by focusing on salaries and benefits rather than open-plan offices and weeks of vacation time.

Build a Brand To Believe In

Though they're less idealistic than Millennials, Gen Z still expect a company they can trust and believe in. A whopping 93 percent say the impact their job has on society and a company with ethical brand values pave the way to a more positive future.

Many Gen Z employees cite a boss they can respect is one of their top reasons for choosing a job. Employers must take the initiative when it comes to putting forth the right values in the company to attract the younger demographic, who will soon make up more than half the workforce.

Using your content marketing and your social media can help you target your ideal workforce.

Take The Steps to Value Your Employees

In the Silicon Valley-style, respecting your worker means an in-office gym and open-plan workspace. Gen Z is a lot more practical. Opportunities for mentorships and chances for advancement inside the company are more meaningful than office retreats.

Gen Z hates onboard training. The faster the training period ends, the better. They don't want to focus on a personal relationship with their boss though they welcome feedback. They look for chances to learn new skills in the workplace to advance their careers.

Instead of focusing on your trend facilities, put the focus on opportunities for growth and share skills and ideas in your recruitment skills.

Are You Ready for Gen Z?

As tech natives, Gen Z are the perfect addition to your team. Tech-savvy, media sophisticated, and born into more than one recession, they're less idealistic than their millennial counterparts and more focused on salary and security than passion. They're still looking for a boss and a company they can respect. And in that way, it should be easy to align your company’s goals with the goals of your next top employees!


Thanks for reading! If you got any value out of this, I’d really appreciate if you share it.

About
Sophie blogs over at Surehand.com, where industrial safety professionals can find their perfect job. It is her aim to help create a safer world, one inspector at a time.
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