1.
Human Resource Department
Preparing for the
arrival of
Generation Z
in the workforce

2.
20th Century
G.I.
Generation
Silent
Generation
Boom Generation/
Hippie
Baby
Busters
Boomerang
Generation Echo Boom
Generation
Y
Baby
Boomers
Generation
X
Greatest
generation
Experienced
world
war II in
adulthood
Experienced
world
war II in
childhood
Space
Exploration,
First Modern
"counterculture"
Rise of the
Information
Age/Internet/
War on
Terror/Iraq War/
Rising Gas and
Food Prices
Experienced
cold war
Rise of mass
media / end
of cold war

3.
21st Century
Generation Z
New silent
generation
Rise of the information age /
internet/ dot com bubble/
digital globalization
Gen Z Definition
•Born between 1994 and 2010
•Born during the financial meltdown
•Never lived without the internet
•Will become most diverse, entrepreneurial and
educated generation
•Born with technology and therefore most technically
innate
•More socially aware than their predecessors
Gen Z Characteristics
•Continually connected
•Speak their own language
•Skeptical of authority
•Influenced by peers
•Seek recognition and fame
•Enjoy absurdity and off humor
•Skim text and information quickly
•Easily bored
•Expressive and digitally creative
they are,
•The children of generation X
•Arriving as the baby boomers retire
•Recieving Generation Y's previous jobs
also called as,
iGen
Generation V (virtual)
Generation Cox
Google generation
Internet generation
The new silent generation

4.
• 2 billion jobs that exist
today will disappear by
2030 (roughly 50% of jobs
world wide)
- futurist Thomas Frey.
• 65% of children entering grade
school this year will assume
careers that don’t yet exist.
Cathy N. Davidson -
(Duke University
professor)
• Today, wokforce consists of 11 million Gen Z employees
• By 2015 workforce will consist of 20 million Gen Z employees
• By 2017 workforce will consist of 25 million Gen Z employees
• By 2019 workforce will consist of 30 million Gen Z employees
• By 2020 Gen Z will make up nearly 20% of the workforce
- Tulgans
research
Gen Z has entered the workforce and will continue to do so, to attract them and
retain them HR leaders must make the relevant efforts to understand who they are,
what they want and provide them with what is required.

5.
Understanding Gen Z
• Gen Z is a cohort of digital natives; an impatient, blink of an eye generation whose
information comes from what is trending in social media. This screen based generation
utilizes technology as a tool to communicate, share information, be entertained, receive
and complete school assignments, obtain breaking news, and so much more in every
aspect of their lives.Their social life is usually conducted through a 2 by 4 inch screen,
and their role models whoever who has the most amount of Twitter followers.
•They are continually processing information to which they have instant access. Gen Z's
are dependent on technology to such an extent that they will turn to YouTube or other
video platforms for tutorials and to troubleshoot before asking for help which shows how
they also have a strong desire for autonomy and prefer to solve their own problems.
“Generation Z simultaneously grew up way too fast and never grew up at all. Their access
to information, ideas, images and sounds is completely without precedent. At the same
time, they are isolated and scheduled to a degree that children have never been.” -Tulgan
Constantly connected

6.
• As a result of this Gen Z has become a generation with an attitude that stems from
wanting everything and wanting it now. It also makes them de-sensitised to sex,
violence and drugs as they live in a much more virtual reality than planting their feet on
the ground, making them very much of a "what's in it for me" generation.
• They are much more advanced than their previous generations having access to
information at their fingertips making them more intelligent, astute and versatile.
• They intend to take things earlier in life in order to complete things earlier in life.

7.
•Generation Z is similar in attitude to the Silent Generation (who experienced world war II
in their childhood) growing up in the midst of the financial crash,terrorism and war they
have experienced austerity around every corner. Being the kids of generation X, the "lost
generation" who were subjected to a lot of day care and divorces in their days and
perhaps out of work and struggling during the recession during their adulthood,
generation Z tends to be more hard working and fiscally savvy desiring stability in their
work-career choices.
Due to this reason the following observations have been made,
• 63 out of every 100 teenagers report that they want colleges
to teach them about being an entrepreneur.
• 42 out of every 100 teenagers expect to be self-employed
later in life, and this percentage was higher among minorities.
• Despite the high cost of higher education, 81 out of 100
Generation Z members believe going to college is extremely
important.
•They have a lot of anxiety around debt, not only student
loan debt, and they report they are very interested in being
well-educated about finances.
Survey conducted by the Northeastern University
Echoing the silent generation

8.
Advantages Disadvantages
•Will settle down quickly and have fewer
jobs as they value stability
•Will be more entrepreneurial, loyal, and
open-minded.
•Will be less motivated by money
•Lives in multigenerations so can fit in
easily
•May help companies derive possible cost
savings by working remotely.
•More socially aware and responsible
•Will be tech-savvy, ambitious,
hardworking and fiscally savvy
•Pragmatic and sceptical
•Heavy competition as many of them will start
up their own companies
•They have higher expectations of employers
•They are also more likely to be susceptible to
distractions and constantly multi-tasking
between technologies which may affect their
ability to finish tasks.
•Lacks interpersonal communication skills
and the ability to think critically,problem-
solving skills and professionalism/work ethic
•Slightly more selfish in their own aspirations

9.
Opportunity for career growth (36%)
Fulfilling work (19%) – they want to have a positive
impact on society
Stability (19%)
Friendly work environments (10%)
Flexible schedules (7%)
Highest salary (6%)
Survey conducted by Adecco Staffing
What Gen Z looks for in a career

10.
Generation Z is constantly connected - recruiters will have to be constantly connected
"54% of Gen Z-ers visit YouTube multiple times a day"
• As was described before Gen z is more socially aware and are used to instant
accessing and processing of information. For recruiters, this means being ready to
communicate on a wide variety of platforms on a continual basis. In order to recruit
the top talent, recruiters will have to be as connected as they are and will need to
keep up with their preferred networks, which will likely always be changing.
HR role in recruiting Gen Z
• Gen Zs have high expectations of employers, to
attract them recruiters will have to innovate, stay fresh
as well as use high impact visuals in marketing.
• Recruiters will need to be transparent about what
they want, as this generation is skeptical of marketing.
• Providing a “laser-focused” explanation of their roles
through more structured job descriptions and strict
definitions of their responsibilities will go a long way in
engaging members of Generation Z.

11.
Gen Z will value flexible schedules - HR recruiters will have to be flexible
• For generation Z flexible schedules will continue to grow in importance along with
part time and contract work. They will likely adopt a variety of part time roles
moving farther away from the traditional 8-to-5 job structure so recruiters will need
to adjust their schedules and goals. To do this they may even have to examine
their current policies and change them accordingly.
• Further, gen Z do not feel bound to work in one specific place every day, they
would rather work from home if they think more work will be done that way,
recruiters will have to be flexible with this as generation Z gives more importance
to the work they are doing and the people they work with than the office space
they work at.
Gen Z craves honesty - HR recruiters will have to be honest and transparent
"Unlike previous generations, Gen Z sees leadership as a privilege"
- Jim Link, CHRO for Randstad North America
• Gen Z’ers believe honesty is the most important quality in a leader. This group seeks
leaders who demonstrate strong integrity and provide a clear vision for the
organization. Therefore to win their loyalty and confidence HR leaders will have to
prove their integrity.

12.
• Born in a time period experiencing an economic trough Gen Z value practicality, constant
structure, predictability and stability in their work place more than anything. HR leaders must
ensure the organization is stabalized and immediate results are provided to make the
employees satisfied with their current work place.
They echo the silent generation - HR should echo them
HR role in retaining Gen Z
• Income and earning their keep is a big motivation for Gen Z therefore HR leaders
should make sure to remunerate them with sufficient salaries.
• Gen Z's also crave relationships with authority figures, so HR managers need to be
guiding, mentoring and communicating in person with their Gen Z workforce.

13.
•Most of the Gen Z-ers are already completing internships and taking advantage of
volunteering opportunities. They are looking forward to take things earlier in life in order to
complete earlier in life. Employers need to find business solutions and processes that will
work for this generation as they enter the workplace.
•Above all, the hardest thing for companies trying to hire Gen Z-ers will be retaining them as
they constantly look for challanges, exposure to new projects and career progressions, HR
leaders must keep up with the latest career trends and make constant efforts to make sure
Gen Z is given the relevent training and growth oriented professional development they
need.
Gen Z is career focused - HR will have to ensure progress
•Gen Z prefer face to face communication,
mentoring and coaching than online training
from their mentors. HR managers will therefore
have to ensure that the Gen Z's are mentored
in a more practical, concrete manner.
• “command-driven social media”- in which the
employer controls who is in a group and what is
discussed and engaging workers with smaller
bits of information can be effective approaches
for training and onboarding these young
workers.

14.
•The ability of Gen Z's to effectively adapt to technology and the fast-paced, changing
world will indeed impact the workforce. As a result, recruitment practices and career
coaching will change in a profound way.
•This generation of digital natives will leave its mark on the workforce as it makes its way
in. They want to change the world, feel that their work has to be of value to society, and
love the idea of volunteer work.
•HR leaders should support Gen Z's in leveraging lucrative career opportunities and
make sure they are retained within the organisation to do this they will have to act as
a recruiter and think like a candidate.
"To recruit in this environment is
like being part wizard, part
astronaut, part diplomat, part
guidance counselor"
- Meghan. M. Biro