Generation Z, also known as ‘digital natives’, is the most connected generation in history. Born between 1997 and 2012, they are growing up in a world characterised by technology and rapid change. HR managers need to understand this generation in order to successfully attract and retain talent. In this blog post, we will present a guide for HR managers on how to deal with Generation Z.
Technology affinity
Generation Z has grown up in the digital world and is extremely tech-savvy. They use social media to communicate and connect, and they expect technology to play an important role in the workplace. HR managers should ensure that they are familiar with the latest technologies and tools to fulfil their requirements.
Work-life balance
They endeavour to achieve a good work-life balance. They value flexibility and want to harmonise their work with their private life. HR managers should take this into account and offer flexible working time models and home office options to fulfil their needs.
Value orientation
Generation Z is a value-orientated generation that is committed to social justice, environmental awareness and equality. HR managers should ensure that their company values are in line with those of Generation Z and that they are committed to social and environmental sustainability.
Career development
Generation Z is keen to expand their skills and knowledge and to develop themselves further. HR managers should clearly demonstrate what career development opportunities are available in the company and how they can support their employees in achieving their career goals.
Communication
Generation Z favours clear and fast communication. HR managers should endeavour to provide effective and fast communication channels to meet the needs of this generation. Feedback meetings should also take place promptly to enable Generation Z to orientate and develop quickly.
Diversity
Generation Z is a diverse generation that values diversity and the inclusion of minorities. HR leaders should ensure that their recruitment and hiring practices are inclusive and that they have a diverse workforce to meet the needs and values.
Conclusion
They are an important target group for HR managers who will lead their company in the future. To understand and attract this generation, recruiters should therefore consider the above factors when recruiting. Effective communication, clear career development opportunities, promoting diversity and inclusion and providing technology and flexibility are just some of the key factors that can help to ensure a successful engagement with Generation Z. By making an effort to understand and meet the needs and values, organisations can build a workforce that is ready to thrive in a fast-paced and changing world.
