Hiring and engaging Gen Z talent requires a different approach compared to previous generations. Organisations need to embrace technology, foster a culture of trust and innovation, and offer purpose and flexibility, to appeal to the youngest members of the workforce.
Not only is this generation born in the digital era and well versed with technology, they also like to be challenged and are not averse to shouldering more responsibility . The role and the technology that they work on is very important to them, which is why we see students from top ranked colleges choosing start-ups over MNCs, so that they get to work on cutting-edge technologies as opposed to legacy solutions. Gen Z is much more prone to take risks than the previous generations and have an entrepreneurial bent of mind – they look to do something of their own, even if it is in addition to a regular job. A case in point is the rapid increase in the number of influencers and surge in usage of platforms like YouTube and Instagram, which is let’s say starkly different from the number of users on stock trading apps.
This generation is also very particular about the companies that they work for. They tend to choose to associate with organisations that align with their belief system, even if they have to compromise on few other aspects. This could include firms that are contributing to building the nation, or those that are carbon neutral and has a strong impetus on sustainability. Gen Z employees are opinionated and hence look for leadership who encourage initiative, and offers constant feedback. A company with a hierarchical leadership structure is less likely to attract and retain Gen Z employees, and these employees are less likely to work under managers who they do not look up to and respect. The opportunity to upskill, grow, innovate, and have fun at work is also important to this generation.
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This article authored by Vijay Aloysius was published to All Things Talent.
