Generation Z is here. By 2020, they will make up more than 20 percent of the total workforce. Is your company prepared to hire, develop and retain them?
We get it, managers. Just as you’ve acclimated to Generation Y’s impact on the workplace, there’s a new group coming onto the scene: Generation Z. While Generation Z is regarded as the second wave of millennials by some, this fresh crop of workers — born between 1990 and 1999 — has a distinct set of influences, behaviors and expectations that managers need to heed if they want to recruit and retain top young talent.
To better understand how Generation Z will impact the workforce, Robert Half recently teamed up with Enactus to conduct a survey of more 770 college and university students between the ages of 18 and 25 in the United States and Canada.
Learn how to interview, recruit and retain Generation Z professionals: Download the guide, Get Ready for Generation Z.
Here we offer a sneak peek at four things employers need to know to hire, manage and nurture Generation Z on the job.
1. To recruit them, be prepared to talk about money
Generation Z came of age during the Great Recession, and they’ve seen how a weak economy can impact finances in the short and long term. Therefore, they’re conscientious about making enough money to cover both immediate expenses and debt, including student loans. While Gen Y has a reputation for valuing work-life balance over salary, making money is a higher priority for Gen Z. This means you’ll need to offer a competitive salary and benefits package to attract top young talent, especially as the employment market continues to favor job seekers.
Robert Half has been helping companies with their hiring since 1948. Let us help you.
