{"id":24936,"date":"2015-10-20T23:01:31","date_gmt":"2015-10-20T15:01:31","guid":{"rendered":"https:\/\/www.hongkiat.com\/blog\/?p=24936"},"modified":"2024-05-27T22:32:00","modified_gmt":"2024-05-27T14:32:00","slug":"gen-z-profile","status":"publish","type":"post","link":"https:\/\/www.hongkiat.com\/blog\/gen-z-profile\/","title":{"rendered":"Hiring Gen-Z Employees: 8 Important Insights"},"content":{"rendered":"

Generation Z includes those born from the mid-90s to the early 2000s. By the time they were toddlers, they were more familiar with tablets than walkers. This demographic is one that tech startups, like my own, are still trying to figure out whether to recruit.<\/p>\n

Why the hesitation? They are seen as risky hires<\/strong>, or so we\u2019ve been told. The reality is that any Gen-Z candidate comes with a set of challenges<\/strong>, some preconceived notions<\/strong> from the media, and some genuine risks<\/strong> for employers.<\/p>\n

In my experience, many of these young people\u2019s perceived drawbacks can also be significant strengths<\/a>. That is, if you know how to leverage them effectively. Here are my insights from working with a few high school interns over the summer.<\/p>\n

They are Rule Breakers<\/h2>\n

Generation Z are rule-breakers<\/strong>, which you might find unsettling at first. However, in a world that increasingly relies on digital breakthroughs and disruption, a disruptor is essentially a rule-breaker<\/strong>.<\/p>\n

I\u2019ve found that incorporating digitarians into a tech company and monitoring them carefully<\/strong> is a better strategy than missing out on their rebellious perspective. The sheer number of ideas they can generate during brainstorming sessions, fostering discussion<\/strong> or even finding the best solution<\/strong> themselves, is invaluable.<\/p>\n

They need Special Allowances\u2026<\/h2>\n

Another common complaint among older CEOs when it comes to hiring young employees is the special allowances<\/strong> Gen Z-ers seem to require (think less open space and more fun space).<\/p>\n

\"Gen<\/figure>\n

Having only known a digitally-powered world, they dislike the 9-to-5 business hours<\/strong> or any other artificial limitations<\/strong> \u2013 but that\u2019s because they\u2019re willing to go the extra mile<\/strong> from home, or wherever their always-on mobile device might take them.<\/p>\n

\u2026 And Certain Liberties<\/h2>\n

Instead of worrying about whether to install a playroom or equip our staff with smart wear for on-the-go<\/a> collaboration, we should consider what this all signifies<\/strong>. Gen Z-ers are offering an unprecedented round-the-clock availability<\/strong> in return.<\/p>\n

Integrating the tech culture Gen Z-ers expect will only improve the workflow overall<\/strong>. Recognizing that employees don\u2019t need a desk computer, or a desk, to be efficient will boost their productivity. Digitarians, multi-tasking experts<\/strong>, will embrace the chance to work and play<\/strong> simultaneously.<\/p>\n

For them, it\u2019s natural. For everyone else, it\u2019s the inevitable future.<\/p>\n

They Are Arrogant And Feisty But Teachable<\/h2>\n

Generation Z might seem arrogant<\/strong>, and they\u2019re generally not afraid of confrontation<\/strong>. Though confident in their potential, as most young people are, many Gen Z-ers will also be open to constructive criticism<\/a>.<\/p>\n

By addressing them privately<\/strong> when they go too far (teachable moments) and scheduling regular feedback meetings<\/strong>, you can distinguish the stubborn from the self-assured and start working intensively to develop and train the latter group.<\/p>\n

They Have Opinions (Which Can Be Your Asset)<\/h2>\n

A feisty spirit who doesn\u2019t miss any chance to share their opinion can be just what you need when growing your startup. Young, opinionated<\/strong> individuals who approach problems from different perspectives<\/strong> can become your greatest asset.<\/p>\n

\"Gen<\/figure>\n

Additionally, thanks to their willingness to move on (next point) and the boldness of youth, you can rely on a Gen Z-er to keep their opinions honest<\/a> and minimize unnecessary fluff<\/strong> \u2013 brutal honesty is something every CEO can appreciate.<\/p>\n

They Roam Because They Seek Challenges<\/h2>\n

They expect to change jobs every year or so<\/strong>. This can be frustrating, given the time and effort you\u2019ll invest in training them \u2013 just as they reach peak productivity, they might be ready to move on.<\/p>\n

However, it\u2019s important to remember that Gen Z-ers aren\u2019t flaky by nature. They\u2019re always looking for new challenges<\/strong>.<\/p>\n

This isn\u2019t necessarily a bad thing, as you should be able to provide new challenges, especially in a dynamic startup environment<\/a>. Regularly shaking things up keeps everyone engaged<\/strong> and contributes to a fresher, more vibrant company culture.<\/p>\n

They Are Driven<\/h2>\n

Another common misconception about Gen Z-ers is that they\u2019re too self-involved to commit to a company<\/strong>. The way to turn this to your advantage is to recognize it for what it is: entrepreneurial drive<\/strong>.<\/p>\n

When you realize that Generation Z is even more career-focused than Millennials, you\u2019ll find ways to keep them engaged in the company culture and its future<\/strong>.<\/p>\n

Providing young employees with a voice, a mentor (ideally a like-minded Millennial), and a clear understanding of the rewards along the way is key to fostering a thriving, youthful culture<\/strong>.<\/p>\n

One At A Time<\/h2>\n

With all this in mind, any forward-thinking CEO will embrace integrating Generation Z into their workforce, even if it\u2019s done gradually \u2013 one teenager at a time. I recommend this approach for those who are hesitant, as there is a learning curve to working with the younger, louder<\/em> generation<\/strong>.<\/p>\n

Yes, you might occasionally feel like a parent, reprimanding the energetic young staff. But, like any proud parent, you\u2019ll find that the end result is worth the growing pains.<\/p>","protected":false},"excerpt":{"rendered":"

Generation Z includes those born from the mid-90s to the early 2000s. By the time they were toddlers, they were more familiar with tablets than walkers. This demographic is one that tech startups, like my own, are still trying to figure out whether to recruit. Why the hesitation? They are seen as risky hires, or…<\/p>\n","protected":false},"author":126,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[3412],"tags":[1872,3644],"topic":[4523],"class_list":["entry-content","is-maxi"],"acf":[],"yoast_head":"\nHiring Gen-Z Employees: 8 Important Insights - Hongkiat<\/title>\n<meta name=\"description\" content=\"Generation Z includes those born from the mid-90s to the early 2000s. 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