Digital Generation. Gen Z. Silent Generation. Second generation in the Millennial cohort. The “coming demographic tsunami.”
This is how Andre Lavoie (CEO of ClearCompany, a talent alignment firm) opens his article, How to Start Planning for Recruiting Gen Z, in describing what most of us refer to as Generation Z; those born between 1995 to -present.
Lavoie’s focus on Gen Z includes recommendations on how to prepare to recruit this generation. Keep in mind you will be seeing the oldest of this group on the job search radar very soon.
In my last two blogs I recounted a backdrop of evidence suggesting that Gen Z is going to be beyond just different. Given the evidence, I am personally convinced that they will be major influencers who will be completely resistant to the status quo on a level that far exceeds what we have seen in a while. Have doubts? Just read the blogs referenced above on this amazingly entrepreneurial group.
During a recent ERE conference, Lavoie identifies the ways your recruiting strategies may change as a result of the major differences of this generation. As you read, take note of how their tendencies might fit perfectly into your industry:
The Generation of Leaders
What this means for recruiters: As this generation naturally turns to entrepreneurial roles, it will become challenging to find high-quality candidates who want to work for someone else. Money will also be less important; turning a passion or hobby into a business or career path will be their ultimate goal.
Position your jobs in terms of long-term career paths with visible opportunity to step into leadership and intrapreneurial roles. As a recruiter, your role will ultimately evolve into counseling this driven and digital-native generation to find a career they will truly love and be passionate about.
Communicating in a Whole New Way
What this means for recruiters: Gen Z will be highly mobile and will demand communication that can support their free and nomadic nature. According to a 2012 Forrester Research study, Gen Z is the second-largest demographic owning an iPhone at 24 percent, with Gen Y ranking highest at 29 percent.
Redefining the “Picture Perfect Candidate”
It is quite possible that the 9-to-5 work day as we know it will end with Gen Z. In their minds, they are “always on,” and they have all the tools necessary to get work done from anywhere in the world, so it makes no sense they would have to stick to a rigid schedule and be at the same place every day.
What this means for recruiters: What the “picture perfect candidate” looks like has already changed dramatically with Gen Y. But as Gen Z enters the workforce, it will change it even more, requiring recruiters to change their own thinking, …
You may also find that your normal routine for reaching out to candidates will have to change as you begin to recruit Gen Z. With their general “hours” up in the air, you may have to be open to taking a call at 8:00 at night instead of 8:00 in the morning.
Gen Z will change the workforce as we know it. … This “coming demographic tsunami” of 26 million people will take charge, and revolutionize the workforce in ways we have never experienced before.
The above might seem like hyperbole, but the evidence that lends itself to these predictions exceeds what I can share in just three brief blog articles. And to me, their traits fit perfectly into a career in real estate. Can you see it?
This immense circle of talent is getting the attention of companies across the globe. They are already preparing. Is the Real Estate industry thinking about this wave and what it means to their recruiting?
Editor’s Note: This article was written by Dr. David Mashburn. Dave is a Clinical and Consulting Psychologist, a Partner at Tidemark, Inc. and a regular contributor to WorkPuzzle.
