There once was a time when the airwaves of college campuses across the United States were filled with the sounds of Ace of Base. Mr. William Jefferson Clinton presided over the White House. And within the halls of hospitals across the country, the newest generation of children was joining us on this spinning ball of blue and green. That’s right—as the youngest of the Gen Xers were finishing up high school, Generation Y gleefully morphed alongside the Power Rangers, and Generation Z entered the world.
Now, some 22 years later, members of this generation are quickly emerging as the latest to join our workforce—and employers are trying to figure out what makes them tick. Just who are these members of Generation Z, and how do recruiters and employers manage their entry into their organizations?
Let’s first lay some framework: When we talk about Generation Z, we’re really looking at those who were born between 1994 and 2015… so there’s a good number who are still carousing around in Pampers. So why the concern? Well, to quote the late, great Roger Maris, “You hit home runs not by chance but by preparation.” So, as a recruiter or hiring manager, here are some things you can begin doing today to ensure you’re “knocking it outta the park” tomorrow.
1. Move over, money.
We’ve all read the case studies and reports and gabbed around the water cooler… Generation Y was all about the Benjamins, right? Heck, they left grammar school with the belief that their worth was a given. Well, the same is not true for our next conglomerate of employees. Rather their focus, according to studies, is more around purpose than it is around the almighty dollar. Sure, we all have to make a living, but if you want the best and brightest to join the ranks of your organization, you’ll need to alter your current strategy.
Rather than focusing on prestige and shiny new things, consider focusing your efforts on how the incoming employees will help to build and grow your organization. Autonomy and continual improvement are of great importance, so consider focusing on how the role you’re seeking to fill impacts your organization and how it contributes to the bigger picture.
2. A return to the past.
The progression from Generation X to Generation Y saw the evolution of technology play a major role in the way we communicate. Any sane person would look at these patterns and, in predicting future actions, place their wager squarely in the world of tech. But recent intelligence suggests otherwise. It turns out that the Z’s are ditching Facebook, Instagram, texting and the like. They actually want to converse directly with other humans (weird, I know).
What this means for us, as recruiters and managers, is that we should not ignore traditional means of communication. Recruiters, pick up the phone and give your candidates a call. Managers, rather than send your next “kudos” out via email, consider pulling your “Z” into the office for a good ol’ face-to-face.
3. A new outlook on learning.
X’s and Y’s jumped at the chance to earn collegiate degrees, but the tradeoff was ballooning student loans and limited opportunities to advance. For Generation Z, college is simply one option out of many rather than an inevitable stop on the road to success. The fact is, Z’s are ready, and chomping at the bit, to enter the workforce and make their mark.
If you’re looking for the best and brightest (and if you’re reading this, you are), it is time to think about whether your organization fosters a climate of learning. With salary not necessarily a sticking point, consider investigating your options around employer-sponsored training. Benefits such as tuition reimbursement, “learning sabbaticals” and other situations where top talent’s education is both supported and funded by the organization may be the key to building a successful future.
There is not one of us who does not want to go down in the history books. Mr. Maris did it by banging baseballs out of the park 60 times in a single season of American baseball. For those reading this, your bat isn’t crafted of maple, ash or birch; rather it is a keen sense of understanding of the top talent of today and tomorrow. Understanding the three simple principles I’ve laid out will help you avoid the need for tarot cards and begin to hire the best and brightest for your organization.
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Michelle Kruse has helped countless job-seekers find success as the editor and content manager at ResumeEdge. With more than 10 years of experience recruiting for companies like Novartis and IBM, she has firsthand experience of what recruiters are looking for, and she shares that insight with those who need it most. She writes regularly to provide advice on resume writing and interviewing not only because it’s her job, but because it’s her passion.
