Talent Management: Gen Z Workers

Talent Management: Preparing for the Next Generation of Workers

A younger batch of workers is entering the market. We call them Gen Z. They promise to be the largest generation to enter the labour force. Millennials hold the title today. Great talent management comes with the ability to attract the freshest employees. As work seniors and managers, millennials must pave the way.

How to accommodate these new species of the labour force? Here are the changes to watch out for.

Why Examine Generations?

Generation studies reveal the leading schools of thought in a given era. It examines the mindsets that characterizes the current population and tries to place people in their current stages in life. In short, it looks at their collective experiences in relation to the events of their time as children, adults, and seniors. For millennials and Gen Z, there are stark differences in digital revolutions and economies.

This is also the reason why generational lines blur. The age grouping is usually classified within the span of creation and procreation. Technology has been advancing faster than ever that modern researchers are distancing the generations in less than the prescribed 30 years. The latest generational gap is now at 15 years.

As all generalizations go, there are exemptions to the rule. Still, it is useful to know what the rules are especially when it comes to talent management.

Who is Generation Z?

The Gen Z are the millennial’s younger siblings. They are anyone born in the late nineties and the freshest generation as of today.

Millennials hold a high level of influence over this fresh batch of workers. These youngster’s formative years were surrounded by the social media scene dominated by them. Today’s emphasis on mentorships also help older generations play a huge positive role on how today’s youth views work. So far, the table is set for good talent management.

What key events shaped their consciousness?

These kids were born into the consciousness of economic crashes and failed wars. Still, they are entering into a work field with a healthy economy. This is made possible by technology. They are the first generation that won’t remember days without the internet. They have better work prospects and a broader perspective. Much is still to be said to what this generation could do.

What kind of people are they becoming?

Most of the post-millennial generation still identify themselves as millennials. It’s hard to predict how this generation will grow up to be. Here are some key traits that pop up:

They are Responsible

They are the first generation to view gadgets as a way of life. For them, tech is no longer a toy. It is more of a tool for productivity. They are powered by search engines and loves to figure things out on their own. They are the most self-educated generation and don’t normally ask superiors what to do. This is because they are born in an era when information would literally be at their fingertips.

They are Relationship-oriented

The Gen Z’s are more attached and involved. They were raised in multi-generational households. This is due to rising rates in costs of living. Older siblings choose to stay. Grandparents help care for grandchildren. Their relationships with their family are much closer. And even though they can work independently online physical meetings are important to them.

They are Realistic

They know how easy it is to manipulate facts and know well enough to not be manipulated by it. Because of this, they are less likely to believe in a fake news story or the “American Dream.” According to an interview conducted by New York Times, Gen Z are more prepared and more cautious than the generation of dreamers before them.

“I definitely think growing up in a time of hardship, global conflict and economic troubles has affected my future,” said Seimi Park, a 17-year-old high school senior in Virginia Beach, who always dreamed of a career in fashion, but has recently shifted her sights to law, because it seems safer.

“This applies to all my friends,” she said. “I think I can speak for my generation when I say that our optimism has long ago been replaced with pragmatism.”

Source: The New York Times

Their ambitions are more attainable. They are expected to be sensible workers. They are aware that the world is a rat race. The downside? They are more susceptible to depression.

They are Ready for the Future

Millennials are stingy out of necessity. When money comes their way, they seize the chance to spend it. Chances have flown past them before. Not for Gen Z. This generation enters into a stable economy. They are determined to avoid their older siblings’ financial troubles. They start saving and investing young. Healthy finances are part of their definitions of success. They are less likely to be employees. They are more interested in becoming entrepreneurs. This is a tougher market to break into for business owners.

They are Radical

This generation is seen to deal with things in a sensible manner. Unlike most Millennials, they have not lost faith in the institutions that failed them. They don’t voice out complaints on social media as much . Most act on their political views which makes them effective. They are seen to want to work within the system instead of challenging the status quo. They are risk-averse and more conservative than millennials which makes them perfect mentees for millennials.

Talent Management starts with the hiring process.

These tips are for talent management for young workers. Managing a team is best handled from the very start. This way, you could direct the work culture by hiring the right people.

To build up a team from scratch, know who you are looking for. Have a clear definition of the type of person the team needs. What are their likes, dislikes, experiences, and values? Ask what kind of energy needs to go in the table. Keep these in line with the company vibe. Know your target well enough to predict where he or she will be looking for a job. Then start targeting your search campaign.

Small businesses could achieve this by hiring RPO specialists. Need a team for developing strategies? Want further business help or consultancy? Let Anderson Group assist you. We have plenty of teams offering ready services for chat, email, telephone calls, or social media.

Paulo Salud|Business Development Manager

Anderson Group BPO, Inc.

Mobile: +63-917-869-8070

PH: +63-2-216-6379

AU: +61-3-8375-8972

UK: +44-333-311-0547

LinkedIn: https://www.linkedin.com/in/paulsalud

Website: andersongroup.ph

Book a phone meeting with me Click Here

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *