Hiring Gen Z: What To Expect as the Newest Generation Enters the Workforce

With each new generation that enters the workforce comes a shift in how we view work and the workplace. Each age group has unique experiences and ideas, and it’s important to understand what the newest generation brings to the table in order to build a cohesive, multigenerational team that drives innovation and growth.

To that end, we’re taking a look at today’s youngest employees—Gen Z (born between 1997 and 2012). Hiring Gen Z looks different than hiring their predecessors: Here’s what to expect and some changes you can make to integrate new Gen Z hires into your team.

Technology Pros

Gen Z are true digital natives—they’ve never lived in a world without smartphones, the internet, and social media. What they lack in experience and subject matter expertise, this generation often makes up for with technological prowess. With their ability to understand and quickly pick up new technology, they are adept at knowing how to find answers…even when they don’t know the answers themselves.

Because Gen Z is so active online, they expect the tech tools they use at work to have the same ease of use they enjoy with social media and the other apps they use. This will require companies to stay up-to-date on their tech if they hope to engage Gen Z employees. 

Overall, this generation of employees has a lot to offer in helping your team stay current with changing technology.

Purpose-Driven

This may be the most purpose-driven generation of workers yet. Gen Z employees want to work for companies that align with their values. For example, in one study, 64% of Gen Z said it’s important for them to work for a company that “prioritizes diversity, equity, and inclusion.” 

Ultimately, this generation wants to work for companies they believe are doing some good in the world, and they’re not afraid to hold their employers accountable for the causes that matter to them.

Consider how you promote your company’s mission and vision during the hiring process and to your employees. Do you communicate these things during interviews and throughout the hiring process, as well as in internal communications to your team members? Consistent communication about your company values will help ensure you attract and retain employees who align with those values.

Adaptable and Resilient

With rapid technological changes affecting everything from how they communicate to how they learn, change has been a true constant for Gen Z. As a result, they’ve become a highly adaptable and resilient generation. They expect change, and know how to roll with it.

Being able to take change in stride and quickly pick up new tech are invaluable skills in today’s world.

Hiring a new generation of talent means embracing change ourselves: To do away with the "we've always done it this way” mentality and be open to a new way of seeing and doing things. Consider hiring Gen Z staff as your opportunity to refresh and retool the way you do things. You may be surprised at the productivity and efficiency you see as a result!

Practical, Realistic, and Analytical

This generation tends to approach their work practically, focusing on what’s realistic and effective. They’re also not afraid to question why things are done the way they are. They want to find out for themselves how things work, rather than taking someone else’s word for it.

So when a peer or supervisor tells them how to do something, they’re likely to question why and how the task is done. This generational trait is not typically disrespectful, but a curiosity that Gen Z shares to understand the why behind their work tasks.

While at first glance a constant questioning of why and how things are done likely sounds like a Gen X or Baby Boomer manager’s nightmare, remember that this kind of thinking is what drives innovation. The goal isn’t to squash that questioning mindset, but to direct it productively and to encourage collaboration.

Highly Collaborative

While previous generations—like Gen X and Boomers—have tended to be more independent, Gen Z (like Millennials before them) lean more collaborative.

This generation has grown up constantly connected online. They want to be part of a team, and they value collaboration to get things done. This highly collaborative nature can be great for team dynamics and innovation.

Their love of collaboration extends to the way they view leadership as well. Gen Z is much less hierarchical than previous generations (this doesn’t mean they reject all hierarchy—just hierarchy for hierarchy’s sake). They prefer leaders who lead by consensus to better serve the whole team.

Successfully integrating Gen Z employees into your team may mean breaking down some of the old hierarchies and instead, building collaborative, multi-generational teams that benefit from one another’s strengths.

Value Authenticity and Transparency

Gen Z values making authentic connections. They want to work in places that foster openness and transparency, which builds trust and camaraderie. (I think we can all agree these values make for a great place to work!)

This generation may view communication a little differently than previous ones. With technology a part of their lives from day one, Gen Z is adept at using the latest technological innovations to communicate. This means they may value more efficient means of communication, like email and chat, vs in-person meetings.

Gen Z’s expectation of openness extends to pay transparency as well. In fact, younger workers are more likely to value and expect pay transparency. To attract and hire Gen Z candidates, you’ll want to consider including pay ranges in your job ads, if you don’t already.

Looking for Flexibility and Work-Life Balance

More and more, younger generations value work-life balance and taking care of their mental and physical health…and Gen Z is no exception. 

In fact, this generation is more likely to move on if their current position doesn’t offer the flexibility they desire. This includes the ability to work remotely (at least part of the time) and flexible work hours. To make your open positions more attractive to Gen Z candidates, consider providing more flexible opportunities when possible, such as movable hours and remote or hybrid work.

Whenever a new generation enters the workforce, it’s crucial to understand them and be open to change to harness their strengths and talents for your organization. Embracing the unique qualities and perspectives each generation brings to the table can help foster a more dynamic, innovative, and productive workplace for all.

For more insights into today’s workforce, view the Red Seat blog or subscribe to our newsletter.