Recruiting 'Z generation': 7 things managers need to know

About the author: Victor Balasalà is a content contributor at Hongkiat.com, participating in blogging on victorstuff.com and also a startup. His latest project is Redraw.io, a web-based automation platform that supports creating, publishing and analyzing mobile applications.

"Generation Z", "Generation" "y" "Gen Z" is the general term for those born from the mid-1990s to the early 2000s , strongly influenced by electronic devices such as smartphone, tablet and the development of modern technology. Not only that, this generation is also very sensitive to the surrounding environment, preferring quick and sensational information, developing many new personalities and having completely different interests from previous generations.

Different from the Z generation, Y generation, in English is mentioned with the term "Millennials" - only those born in the period from 1982 to 1993. In Vietnam, they are often called 8X generation. , first half 9X. This is a segment of customers with a large market share and purchasing power.

According to GenerationZ.com.uk , in 2015 there are about 2 billion people in the world in the world , or 27% of the world population. They are most concentrated in India, China and Nigeria, Europe and the United States also have a large number. Particularly in Vietnam , last year's survey showed that there are about 14.4 million people in the Z generation.

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What is the Z generation different from the Y generation? As mentioned above, the Z generation is strongly influenced by touch technology . They have a need for online communicators via social networks, chat applications and websites that make friends rather than going out to chat directly. It is for this reason that "Gen Z" also influences household purchasing decisions, especially electronic appliances, network providers or personal care products. In general, the Internet can be considered the most standard criterion for distinguishing "Gen Y" and "Gen Z".

The Z generation is considered more difficult to understand, more skeptical than previous generations and it seems that the decisions depend very much on the amount of information they read on social networks. Because of this, an advice for that business is to be honest when posting advertising content on the Internet.

Another survey also showed that Z generation is pampered, not really mature and have poor communication skills. This is explained by the habit of using touch devices too much, surrounded by families and many of them also form "special" personalities, leading to grasping psychological needs. This generation is not easy.

In addition, another interesting point is that the Z generation is very vulnerable to movements and crowds, ready to participate in community-based social activities such as environmental protection or wildlife protection. .

In terms of recruitment, "Gen Z" is also a talented generation with tremendous creative ability because they know how to exploit the strengths of technology, develop their own talents, and explore, discover, like to express yourself and more other positive points. However, before deciding to target this employee, employers need to know the following characteristics:

1. The Z generation is the one who likes to break the law

Generation Z is primarily people who like to break the rules and you can hardly force them to follow a certain rigid standard. On the other hand, the world we live in is increasingly dependent on technical advances, so there will be a time when "those who like to break this law" become leverage to create a breakthrough.

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I find that recruiting "cohort" candidates to a technology company and setting up supervision is a safe bet instead of rejecting resumes because of concerns. " their wild ". The number of ideas put forward in the "brainstorming" room, the spirit of discussion and unexpected solutions are obviously worth the risk.

2. They need special allowances

Older CEOs often show dissatisfaction when thinking about giving "Z generation" special allowances.

They find it difficult to work in office hours or any other "artificial" limits. But they are very willing to work overtime to think about ideas, join big projects that require creativity and high challenges, be ready to move the work environment away from families hundreds of miles away. and mobile devices will help them explore their own capabilities even more.

3. They also need certain freedoms

Z generation needs space to create and express themselves. They need their own desks, a private space to think about ideas, inspire, motivate and relax. If they accept employees who do not have a computer, do not have a desk, and are not personalized about working tools, they will not be able to promote their capabilities.

For them, it is second nature. For others, it is the future that we cannot turn upside down.

4. They are greedy and hot-tempered but can train

Generation Z is said to be greedy, but in general, it doesn't feel embarrassing to be confronted. Although optimism about your potential can create greatness - because most young people everywhere are like that - but most "Gen Z" are open to all critical criticism. build.

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By setting this weakness aside during the training and setting up regular assessment meetings, you can control these "stubborn" employees to help them develop their strengths at work.

5. They have a point of view (and they may be your property)

A passionate person who does not miss any opportunity to express his views will be the one you need to consider while looking for ways to grow your organization. Young people often see problems in many different ways and that is the biggest asset a boss is like.

Not to mention the above, because of the ability to be willing to make a point and with the recklessness of youth, you can hope a lot on the "Gen Z" in loyal to your ideals and limit it to the dark. minimally influenced by surrounding factors - a "brutal" honesty is what any CEO appreciates when hiring.

6. They go "wandering" because they seek challenges

"Gen Z" tends to jump after about a year or a few years. After a period of apprenticeship, training, participation in projects and by the time of maturity, learning will "break away" to find new opportunities.

However, it is important to remember that they are not "peeled" by default. As long as you have new challenges, they are willing to stay to devote.

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7. They can control

The Z generation has more career ambitions than the Y generation. Therefore, the solution to retain these people is to involve them more deeply into the culture and future of the business.

Giving them a voice, a mentor and a clarity about the rewards, rewards are an important key for you to grow the company by harnessing the enthusiasm of their youth.

With all of the above, it is clear that visionary managers will be willing to recruit the Z generation to get them to join their staff. Of course, if you want to be successful, you also need a skillful leadership to empower but keep them under control.