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In order to be able to choose the right media for your recruitment strategy, or to know how to onboard or motivate the future generations in the labour market, it is important to know the most important characteristics of the different generations.
Generation Z (abbreviated: Gen Z) was born in the period 1995-2009
This means that this generation of young people and students is currently entering the labour market, either in the form of a part time or full time job
By the year 2022, Gen Z made up no less than 25% of the workforce and that number will only increase in the coming years
It is therefore incredibly important that you, as an employer, know about this generation, both in terms of attracting new employees, but also in everyday work.
So let's look at some of the things that characterise Generation Z, which is also called the digital natives or the iGeneration.
Here we are going to create a stereotypical representation of a generation, but in the nature of things, not all people are the same, so use this article to be inspired and then make your own plan in relation to employer branding and everyday life in the company.
Nevertheless, there is a difference between generation Z and the generation that is slightly older, namely the millennials, who are also called generation Y.
Let's look at the differences in their behaviour.
Also try watching this video where Simon Sinek talks about how millennials should be managed in the workplace.
With knowledge of the difference between generation Y and Z, we are now ready to look at how we attract generation Z via employer branding and motivate gen Z in the workplace.
Employer branding is about:
If we start from these points and combine it with the knowledge we have from the table above, it is easier to lay out a communication strategy.
The following is intended as a suggestion and must of course, correspond to reality and the possibilities in your company, so that you can use the pointers below.
Once you have hired generation Z, you need to think about onboarding and motivating the employee on a daily basis.
The challenge is: How do you motivate your employees when they are distracted and constantly craving feedback?
First of all, it is important to create a feedback culture if you do not already have it.
The purpose of the feedback is to reinforce or change the employee's behaviour.
You can use the following four points as a model for creating feedback:
If generation Z does not see a purpose in solving a task, then motivation drops drastically.
You can experience employees in this generation who say: "Why do I have to do that?”.
At first glance, it may seem provocative and condescending, but the reason is that Generation Z is constantly on the way to new goals.
As an employer, you must therefore be skilled at constantly setting sub-goals and be ready to change these sub-goals if the employee becomes demotivated.
Over time, you can then via the feedback, culture stimulate the employee to be more persistent in relation to work tasks, which may be characterised by routine.
Smartphones and social media are an integral part of our everyday life. This gives you, as an employer, some opportunities and challenges.
Generation Z is used to multitasking and can easily both listen to a presentation at a meeting and at the same time search YouTube for input that relates to the meeting.
The downside is that there is no eye contact, Generation Z can be socially challenged, this is perhaps where you need to make an extra effort.
Try to think of a situation where there are 6 meeting participant, but the 6th person has not arrived. Everyone brings their smartphone to the meeting.
Generation X and Y can put down their smartphones and ask interesting questions about colleagues leisure interests, family or talk about what is happening in society. However, the culture is moving towards how Gen Z behaves.
Generation Z will sit and look at their smartphone, just to be update, before the meeting even starts.
So, if there are no rules for the meeting culture, you may experience that the employees do not engage with each other and thereby over time, lose an important interest in communicating with each other. Creating that meeting culture can give rise to a rapport between the colleagues, which could be the foundation for an agile organisation and a desire to solve problems together, for the benefit of the company.
If you would like to know more about how to create an optimal recruitment process, see here:
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