The main challenge for HRs and managers is to establish adequate cooperation with the Zetas.
1. Use digital recruiting solutions
Generation Z lives in a digital world where the line between physical and virtual reality has been blurred.
“If in 1995, when the first Zetas began to be born, only 14% of American teens had access to the Internet, then in 2014 this figure reached 87%”.
The Zetas have always been within reach. Therefore, their requirements for work are appropriate. They don’t understand why they should come for an interview when they can talk on Skype. They are skeptical about companies that do not have social media. And instead of a boring resume, they will shoot a video.
Post-millennials associate hiring with JobSnap-like applications. It’s like Tinder for work. Select the options you want and scroll the tape. You are interested in something – you respond.
The resource compares the requests of candidates with the requests of employers. If they match, the Zetas can send a short video of themselves taken directly to their smartphone.
2. Don’t get attached to the office
Generation Z does not associate corporate culture with an office. For them, it is important not where, but with whom and how to contact at work. Not necessarily live – you can also through the monitor screen.
An office is where a laptop, tablet or smartphone is located.
Gen Z example is Automattic, a WordPress application developer. Its capitalization is more than $ 1 billion. Automattic employs hundreds of employees from 40 countries.
But they don’t have their own office. They don’t even communicate by mail. All communication takes place in internal WordPress blogs and Slack group chats.
3. Personalize your work
Generation Z wants to build an image and present a personal brand not only on social networks but also at work.
Therefore, it is important for them to personalize everything:
- Job title. This strengthens the connection between the employee and his responsibilities. This is the approach taken at digital marketing company Nxtbook Media.
After the first month in the organization, employees are asked to formulate their own job titles. It is not a secretary who works here, but a “master of conflict resolution”, and instead of a sales manager – a “guru of corporate solutions”.
- Job Descriptions. Zetas want to write the job description themselves, rather than get a standard version from the company. This allows them to maximize their skills.
- Feedback. The Zetas want regular feedback from executives. They are comfortable with managerial control. But only if it takes no more than five minutes.
- Career plan. Gen Zers want to plan their own career development, not rely on proposals from the company. They will not wait for the conditional three years to change the position of assistant to the manager.
The Zetas have their own plan: I will work in sales for six months, then in marketing and communications. They focus on skill development rather than hierarchy.
4. Suggest to change the nature of work
Tell the Zetas what other employees are up to. This will give them a broad understanding of the company’s activities and increase their involvement in work processes. Practice rotation programs, allowing you to try yourself in different roles.
For example, Boeing offers young employees a two-year rotation program with opportunities to work in technical, commercial, IT, and HR departments. Newcomers gain diverse work experience and access to top managers across the company.
5. Speak the truth
When hiring, persuade the Zetas with the truth.
- overly ambitious to formulate the company’s mission – global ideas will only alienate applicants;
- use empty big words – better tell us what exactly you do and why it matters;
- talk about what employees will be able to write on their resume after working in your company (better describe what they can actually learn).
Don’t count on the company’s reputation and past achievements – for the Zetas, the reality is more important.
6. Explain why the work in your company is unique
One of the main problems of Gen Z is the loss of profit syndrome. They are afraid to stay on the same rung of the career ladder for a long time. They think they are missing something important at this point.
Therefore, working for your company should not feel like wasted time.
Explain its uniqueness:
- show how new knowledge and skills will help prepare for the future;
- offer participation in various projects, between which you can freely switch. The more areas and activities they cover, the less likely Gen Z will feel like they are missing out on something important;
- offer opportunities for creative development and learning outside the specialty in your spare time.
7. Take care of your employees
Gen Z has a strong focus on health. Companies that do not include mandatory health benefits and benefits in their benefits will not keep Zetas employees.
But health insurance alone is no longer enough. Post-millennials will be attracted by a company with its own gym or fitness club membership. They even pay attention to office air quality and food choices in the cafeteria.
There are many health benefits that previous generations could only dream of. And now companies are investing heavily in them to attract and retain Z’s employees. This is often less costly given the benefits of lower turnover.
8. Change the world
Generation Z wants to work for a company that matters in today’s world. For example, in organizations that implement volunteer projects.
At the same time, the Zetas look at their contribution to improving the world from a commercial perspective: the more successful the business, the more profit it has and the more it can spend on charity.
If a company is looking for creative solutions not only for financial development but also for solving social problems, Generation Z will come to work for it.