Carly Bernatovicz

Gen Y is so Last Millennia: It’s Time for Generation Z to Enter the Workforce

It’s time to say hello to Generation Z and the workforce should get ready to welcome us!  For the last several years, there’s been more than enough talk about millennials and their place in the workforce. It’s time to shift the focus to the new wave of employees – Generation Z.

Before welcoming Generation Z, it’s important to grasp who we are. This younger generation consists of people born in 1996 and later and are either just in or approaching their twenties. This is a generation that doesn’t know how to work a VHS player (or even what one is), grew up with wireless technology, and have had smart phones from day one. So no

w as we start to interview, apply, and commence our careers, it’s important to gain

an understanding for this generation.

The trickiest part about Generation Z starting their careers is that for the first time in the industrialized world four generations will be working together en masse.

Generation Z Born 1996 and later
Generation Y or Millennials Born 1980 to 1995
Generation X Born 1965 to 1979
Baby Boomers Born 1946 to 1964

Baby Boomers are rapidly approaching retirement, members of Generation X are holding down leadership positions, and Millennials are finally getting settled in the workforce. Now Generation Z is looking for their place to fit into this generational puzzle. To put this into perspective, Generation Z kids aren’t so young, in fact, the oldest of them are 21 this year (2017). There is a significant difference in how to approach the candidate experience with each of these generations.

Work to understand Generation Z, go beyond the stereotypes, and make their puzzle piece fit into your company.

Fuel Their Passion

This generation has a fierce passion within. We want to work for a company that has a mission we can embrace so we will make an impact. Proving that your organization Is positively impacting the world will be a big piece in recruiting the group.

Generation Z is more likely to want to work for themselves than for major organizations. They see more opportunities to fuel their passion through their own work than through aligning with a company that doesn’t have the same ideal set.

Connect Beyond the Screens

The accepted stereotype of Generation Z is that we’ve spent our entire lives behind a screen… and we want to keep it that way. Not entirely true as in spite of being extremely tech savvy, our generation does want in-person communication in the workforce. We have a great appreciation for social connection and are looking for relationships with bosses that will support, mentor, and provide feedback and input. As part of the candidate experience make sure to give time and attention to Generation Z. It may seem as a departure from the standard, but stay in contact with them. Continue to check in on them, give them advice, and build a relationship fostered through face-to-face connection.

Push Them to Grow

Generation Z has a unique level of expertise because we’ve always had information readily available thanks to technology. However, we don’t want to have to rely on the internet to teach ourselves everything. We have a drive to grow professionally and embrace internships and gaining knowledge through work experience for the sole purpose of learning and advancing in our careers. So, teach us – stimulate us with new projects, brainstorm with our creative and innovative minds, and give us the materials to develop. Through the candidate experience describe potential growth, and how you will encourage professional and personal development.

So, watch out for Generation Z. We are passionate, strive for connection, and are eager for growth. Make sure that your candidate experience is ready for these new kids, because we will be walking into your interviews before you know it.


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