Hiring Gen-Z Employees: 8 Important Insights
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 so we’ve been told. The reality is that any Gen-Z candidate comes with a set of challenges, some preconceived notions from the media, and some genuine risks for employers.
In my experience, many of these young people’s perceived drawbacks can also be significant strengths. 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.
They are Rule Breakers
Generation Z are rule-breakers, 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.
I’ve found that incorporating digitarians into a tech company and monitoring them carefully is a better strategy than missing out on their rebellious perspective. The sheer number of ideas they can generate during brainstorming sessions, fostering discussion or even finding the best solution themselves, is invaluable.
They need Special Allowances…
Another common complaint among older CEOs when it comes to hiring young employees is the special allowances Gen Z-ers seem to require (think less open space and more fun space).
Having only known a digitally-powered world, they dislike the 9-to-5 business hours or any other artificial limitations – but that’s because they’re willing to go the extra mile from home, or wherever their always-on mobile device might take them.
… And Certain Liberties
Instead of worrying about whether to install a playroom or equip our staff with smart wear for on-the-go collaboration, we should consider what this all signifies. Gen Z-ers are offering an unprecedented round-the-clock availability in return.
Integrating the tech culture Gen Z-ers expect will only improve the workflow overall. Recognizing that employees don’t need a desk computer, or a desk, to be efficient will boost their productivity. Digitarians, multi-tasking experts, will embrace the chance to work and play simultaneously.
For them, it’s natural. For everyone else, it’s the inevitable future.
They Are Arrogant And Feisty But Teachable
Generation Z might seem arrogant, and they’re generally not afraid of confrontation. Though confident in their potential, as most young people are, many Gen Z-ers will also be open to constructive criticism.
By addressing them privately when they go too far (teachable moments) and scheduling regular feedback meetings, you can distinguish the stubborn from the self-assured and start working intensively to develop and train the latter group.
They Have Opinions (Which Can Be Your Asset)
A feisty spirit who doesn’t miss any chance to share their opinion can be just what you need when growing your startup. Young, opinionated individuals who approach problems from different perspectives can become your greatest asset.
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 and minimize unnecessary fluff – brutal honesty is something every CEO can appreciate.
They Roam Because They Seek Challenges
They expect to change jobs every year or so. This can be frustrating, given the time and effort you’ll invest in training them – just as they reach peak productivity, they might be ready to move on.
However, it’s important to remember that Gen Z-ers aren’t flaky by nature. They’re always looking for new challenges.
This isn’t necessarily a bad thing, as you should be able to provide new challenges, especially in a dynamic startup environment. Regularly shaking things up keeps everyone engaged and contributes to a fresher, more vibrant company culture.
They Are Driven
Another common misconception about Gen Z-ers is that they’re too self-involved to commit to a company. The way to turn this to your advantage is to recognize it for what it is: entrepreneurial drive.
When you realize that Generation Z is even more career-focused than Millennials, you’ll find ways to keep them engaged in the company culture and its future.
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.
One At A Time
With all this in mind, any forward-thinking CEO will embrace integrating Generation Z into their workforce, even if it’s done gradually – 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 generation.
Yes, you might occasionally feel like a parent, reprimanding the energetic young staff. But, like any proud parent, you’ll find that the end result is worth the growing pains.