More Related Content
What's hot (20)
Similar to Gen Z (20)
Gen Z
- 1. Human Resource Department Preparing for the arrival of Generation Z in the workforce
- 2. 20th Century G.I. Generation Silent Generation Boom Generation/ Hippie Baby Busters Boomerang Generation Echo Boom Generation Y Baby Boomers Generation X Greatest generation Experienced world war II in adulthood Experienced world war II in childhood Space Exploration, First Modern "counterculture" Rise of the Information Age/Internet/ War on Terror/Iraq War/ Rising Gas and Food Prices Experienced cold war Rise of mass media / end of cold war
- 3. 21st Century Generation Z New silent generation Rise of the information age / internet/ dot com bubble/ digital globalization Gen Z Definition Born between 1994 and 2010 Born during the financial meltdown Never lived without the internet Will become most diverse, entrepreneurial and educated generation Born with technology and therefore most technically innate More socially aware than their predecessors Gen Z Characteristics Continually connected Speak their own language Skeptical of authority Influenced by peers Seek recognition and fame Enjoy absurdity and off humor Skim text and information quickly Easily bored Expressive and digitally creative they are, The children of generation X Arriving as the baby boomers retire Recieving Generation Y's previous jobs also called as, iGen Generation V (virtual) Generation Cox Google generation Internet generation The new silent generation
- 4. 2 billion jobs that exist today will disappear by 2030 (roughly 50% of jobs world wide) - futurist Thomas Frey. 65% of children entering grade school this year will assume careers that dont yet exist. Cathy N. Davidson - (Duke University professor) Today, wokforce consists of 11 million Gen Z employees By 2015 workforce will consist of 20 million Gen Z employees By 2017 workforce will consist of 25 million Gen Z employees By 2019 workforce will consist of 30 million Gen Z employees By 2020 Gen Z will make up nearly 20% of the workforce - Tulgans research Gen Z has entered the workforce and will continue to do so, to attract them and retain them HR leaders must make the relevant efforts to understand who they are, what they want and provide them with what is required.
- 5. Understanding Gen Z Gen Z is a cohort of digital natives; an impatient, blink of an eye generation whose information comes from what is trending in social media. This screen based generation utilizes technology as a tool to communicate, share information, be entertained, receive and complete school assignments, obtain breaking news, and so much more in every aspect of their lives.Their social life is usually conducted through a 2 by 4 inch screen, and their role models whoever who has the most amount of Twitter followers. They are continually processing information to which they have instant access. Gen Z's are dependent on technology to such an extent that they will turn to YouTube or other video platforms for tutorials and to troubleshoot before asking for help which shows how they also have a strong desire for autonomy and prefer to solve their own problems. Generation Z simultaneously grew up way too fast and never grew up at all. Their access to information, ideas, images and sounds is completely without precedent. At the same time, they are isolated and scheduled to a degree that children have never been. -Tulgan Constantly connected
- 6. As a result of this Gen Z has become a generation with an attitude that stems from wanting everything and wanting it now. It also makes them de-sensitised to sex, violence and drugs as they live in a much more virtual reality than planting their feet on the ground, making them very much of a "what's in it for me" generation. They are much more advanced than their previous generations having access to information at their fingertips making them more intelligent, astute and versatile. They intend to take things earlier in life in order to complete things earlier in life.
- 7. Generation Z is similar in attitude to the Silent Generation (who experienced world war II in their childhood) growing up in the midst of the financial crash,terrorism and war they have experienced austerity around every corner. Being the kids of generation X, the "lost generation" who were subjected to a lot of day care and divorces in their days and perhaps out of work and struggling during the recession during their adulthood, generation Z tends to be more hard working and fiscally savvy desiring stability in their work-career choices. Due to this reason the following observations have been made, 63 out of every 100 teenagers report that they want colleges to teach them about being an entrepreneur. 42 out of every 100 teenagers expect to be self-employed later in life, and this percentage was higher among minorities. Despite the high cost of higher education, 81 out of 100 Generation Z members believe going to college is extremely important. They have a lot of anxiety around debt, not only student loan debt, and they report they are very interested in being well-educated about finances. Survey conducted by the Northeastern University Echoing the silent generation
- 8. Advantages Disadvantages Will settle down quickly and have fewer jobs as they value stability Will be more entrepreneurial, loyal, and open-minded. Will be less motivated by money Lives in multigenerations so can fit in easily May help companies derive possible cost savings by working remotely. More socially aware and responsible Will be tech-savvy, ambitious, hardworking and fiscally savvy Pragmatic and sceptical Heavy competition as many of them will start up their own companies They have higher expectations of employers They are also more likely to be susceptible to distractions and constantly multi-tasking between technologies which may affect their ability to finish tasks. Lacks interpersonal communication skills and the ability to think critically,problem- solving skills and professionalism/work ethic Slightly more selfish in their own aspirations
- 9. Opportunity for career growth (36%) Fulfilling work (19%) they want to have a positive impact on society Stability (19%) Friendly work environments (10%) Flexible schedules (7%) Highest salary (6%) Survey conducted by Adecco Staffing What Gen Z looks for in a career
- 10. Generation Z is constantly connected - recruiters will have to be constantly connected "54% of Gen Z-ers visit YouTube multiple times a day" As was described before Gen z is more socially aware and are used to instant accessing and processing of information. For recruiters, this means being ready to communicate on a wide variety of platforms on a continual basis. In order to recruit the top talent, recruiters will have to be as connected as they are and will need to keep up with their preferred networks, which will likely always be changing. HR role in recruiting Gen Z Gen Zs have high expectations of employers, to attract them recruiters will have to innovate, stay fresh as well as use high impact visuals in marketing. Recruiters will need to be transparent about what they want, as this generation is skeptical of marketing. Providing a laser-focused explanation of their roles through more structured job descriptions and strict definitions of their responsibilities will go a long way in engaging members of Generation Z.
- 11. Gen Z will value flexible schedules - HR recruiters will have to be flexible For generation Z flexible schedules will continue to grow in importance along with part time and contract work. They will likely adopt a variety of part time roles moving farther away from the traditional 8-to-5 job structure so recruiters will need to adjust their schedules and goals. To do this they may even have to examine their current policies and change them accordingly. Further, gen Z do not feel bound to work in one specific place every day, they would rather work from home if they think more work will be done that way, recruiters will have to be flexible with this as generation Z gives more importance to the work they are doing and the people they work with than the office space they work at. Gen Z craves honesty - HR recruiters will have to be honest and transparent "Unlike previous generations, Gen Z sees leadership as a privilege" - Jim Link, CHRO for Randstad North America Gen Zers believe honesty is the most important quality in a leader. This group seeks leaders who demonstrate strong integrity and provide a clear vision for the organization. Therefore to win their loyalty and confidence HR leaders will have to prove their integrity.
- 12. Born in a time period experiencing an economic trough Gen Z value practicality, constant structure, predictability and stability in their work place more than anything. HR leaders must ensure the organization is stabalized and immediate results are provided to make the employees satisfied with their current work place. They echo the silent generation - HR should echo them HR role in retaining Gen Z Income and earning their keep is a big motivation for Gen Z therefore HR leaders should make sure to remunerate them with sufficient salaries. Gen Z's also crave relationships with authority figures, so HR managers need to be guiding, mentoring and communicating in person with their Gen Z workforce.
- 13. Most of the Gen Z-ers are already completing internships and taking advantage of volunteering opportunities. They are looking forward to take things earlier in life in order to complete earlier in life. Employers need to find business solutions and processes that will work for this generation as they enter the workplace. Above all, the hardest thing for companies trying to hire Gen Z-ers will be retaining them as they constantly look for challanges, exposure to new projects and career progressions, HR leaders must keep up with the latest career trends and make constant efforts to make sure Gen Z is given the relevent training and growth oriented professional development they need. Gen Z is career focused - HR will have to ensure progress Gen Z prefer face to face communication, mentoring and coaching than online training from their mentors. HR managers will therefore have to ensure that the Gen Z's are mentored in a more practical, concrete manner. command-driven social media- in which the employer controls who is in a group and what is discussed and engaging workers with smaller bits of information can be effective approaches for training and onboarding these young workers.
- 14. The ability of Gen Z's to effectively adapt to technology and the fast-paced, changing world will indeed impact the workforce. As a result, recruitment practices and career coaching will change in a profound way. This generation of digital natives will leave its mark on the workforce as it makes its way in. They want to change the world, feel that their work has to be of value to society, and love the idea of volunteer work. HR leaders should support Gen Z's in leveraging lucrative career opportunities and make sure they are retained within the organisation to do this they will have to act as a recruiter and think like a candidate. "To recruit in this environment is like being part wizard, part astronaut, part diplomat, part guidance counselor" - Meghan. M. Biro