Do you find yourself struggling with the Gen Z hiring process? Or you just can't seem to get the hang of managing Gen Z effectively? You are not alone!
45% of recruiters and managers worldwide find Gen Z employees the hardest to manage. Even 50% of Gen Z managers find managing Gen Z employees challenging. Owing to their resolute nature, the role recruiters play in hiring Gen Z is critical for the success of any company.
This article will help you understand why Gen Z employees are different, provide tips on how to excel at the Gen Z hiring process, and satisfy your curiosity regarding managing Gen Z employees efficiently.
But first, let's begin with understanding what makes Gen Z employees different.
Why are Gen Z Employees Different?
People born between 1996 and 2012 make up Gen Z, the demographic cohort that comes after millennials. 32% of the world's population is Gen Z which is a whopping 254 crore individuals across the world!
They are certain to transform work practices with their creative ideas and unique knowledge of mental health, unlike any previous generation.
Hiring and managing professionals for Gen Z employees—who will quit any workplace that becomes too stressful at any time—requires taking into account their awareness and priorities. They are more value-driven.
If that doesn't tell enough, here are a few more reasons why Gen Z employees are different.
- Technology has always been a part of their lives.
- They hold work-life balance in high regard.
- They seek personal and professional growth more than financial growth.
- They have an insatiable hunger for immediate and constant feedback.
5 Pro Tips for Hiring Gen Z
Thanks to their distinct traits and expectations regarding work life, your hiring process needs to adapt to Gen Z’s unique traits.
Here are some suggestions to keep you ahead of the curve if you're searching for strategies to hire Gen Z workers and realise their full potential.
1. Drop the Traditional Style of Job Postings
Gen Z clocks an astonishing amount of nine hours of screen time each day.
For hiring Gen Z, let go of traditional ways of advertising open positions. Instead, target them via digital advertisements. Take inspiration from Waste Creative, the LA-based company that garnered the attention of many prospective employees by creating a virtual copy of its office that could be visited in a Nintendo game. What an immersive experience!
2. Digitalize Your Hiring Process, Interviews Included
Considering the Gen Z employees, digitizing the hiring process can be your best bet. Employing technology to shortlist candidates within minutes can be a good starting point for this generation because they are not fans of long wait times. Next up, move towards digital interviews, for it will save both you and prospective employees money related to commute and space.
3. Adopt and Offer Flexibility
Gen Z employees crave flexibility and lay great emphasis on work-life balance. Offer them flexible work hours and the opportunity to work remotely.
If you are not on board, here are some statistics worth considering:
Only 16% of Gen Z employees in the US prefer a completely remote job.
More than half of Gen Z employees (54% to be specific) find a hybrid work style, a good mix of remote and on-site work, efficacious for their mental health.
4. Do Not Compromise on Diversity and Inclusion
Gen Z employees prefer an inclusive and diverse work environment. As a hiring specialist, you must make this preference obvious in your job hiring process. Include gender-neutral words, steer clear of biased statements, and attach statistics showing the diversity in your workforce.
Gen Z employees choose and perform better for an organization where they feel they won't face biased treatment.
5. Offer Value-backed Benefits and Growth Opportunities
Offer value-backed benefits and multifarious opportunities for growth for employees. The employee retention rate of 94% of employees increases in cases where companies are focused on their professional development, Gen Z employees being no exception.
Gen Z employees love exploring different money-making ventures and jobs that allow them to grow.
Once you have developed an adequate understanding of hiring Gen Z employees, the big question of how to manage Gen Z employees comes next. We have got you covered.
5 Pro Tips for Managing Gen Z
Indeed, given its unique characteristics, Generation Z calls for alternative management approaches.
We bring you five pro tips that can make the Gen Z managing process seamless.
1. Encourage Collaboration and Balanced Participation
Throw biases out the door. Encourage Gen Z employees to collaborate equally. Allow them to participate willingly and appreciate and acknowledge their efforts periodically.
It is crucial for them to stay interested. Feeling left out in any situation may convince them to find better work opportunities.
2. Make Mental Health a Priority
Here is how to prioritize mental health:
- Put yourself in their shoes and think like Gen Z when dealing with conflict resolution, employee motivation, criticism, and feedback.
- Be rigid about work-life balance to promote a healthy mental state of all employees and employers.
- Refrain from asking your Gen Z employees to work overtime or spend their weekends at the office. Remember how we discussed work life balance matters to them?
3. Trade Micromanagement with Self-management
Boomers and millennials loved having someone over them, managing them constantly. But that's not the case for Gen Z employees. They are self-motivated learners and creative souls, so it's time to drop micromanagement and encourage self-management!
That's not to say leave them at their own will; just opt for macro management instead.
Additional tip: Don't be too nitpicky while you are at it!
4. Integrate Technology in Every Aspect of Work
Technology has proven to reduce the time and costs that used to go into different business-related activities earlier. Digitalizing the work planning, following up on activities and meetings and conferences can all prove to be beneficial for any person seeking to manage Gen Z employees.
Still not convinced? Remember, 91% of Gen Z employees are more likely to work at a company that is technologically up-to-date.
5. Make the Career Progression Crystal Clear
Gen Z employees are cognizant of the idea that stagnancy in any aspect of life kills creativity.
When managing Gen Z employees, make the career pathway clear as glass for them. This will help them understand the expectations of their current role and the demands of advanced roles. Not only that, but it is also a surefire way to boost their motivation to outperform the novices and move up the corporate ladder.
Final Thoughts
As tough as it might feel, when you've got some fire hacks up your sleeve, hiring and managing Gen Z can be fun. If you're in the game to bring out the best in your Gen Z squad, use the knowledge bombs from this article and slay it.
Happy hiring and managing!