Why should HR pay an interest to Gen Z?

Why should HR pay an interest to Gen Z?

Why should HR pay an interest to Gen Z? By 2020, Gen Z – those born between 1990 and 1999 – will make up 20 per cent of the workforce.

Their workplace reality will be different to that experienced by any other generation.

According to the 2015 Future Leaders Index, conducted by Co-Op in partnership with BDO, 67per cent of Gen Z are already concerned about their career prospects in the current economic climate.

Other findings from the survey included:
  • 74 per cent of Gen Z prefer to communicate face-to-face in the workplace
  • 45 per cent of Gen Z cite personal challenges working with Baby Boomers, compared to 17 per cent with Gen X and 5 per cent with Millennials
  • 71% of bachelor degree graduates are employed full-time within four months of completing their degree, compared to 85 per cent in 2008
Where does Gen Z want to work?

The report showed that certain sectors’ growth expansions will be matched by where Gen Z want to work.

Three of the top five growth sectors – mining, child care and wholesale trade – are attracting little interest from Gen Z.

Just 4% showed an interest in child care, and only 5% are showed an interest in pursuing a career in aged care. Another 4 per cent chose or were considering a career in mining, while 3 per cent were attracted to a career in wholesale trade.

Why should employers be interested in Gen Z?

1. They are digital natives

Gen Z is the first generation of people who as teenagers did not experience a world with slow or stationary internet access.

They are used to interacting online with others, and consume and share content with ease; they easily adapt to new technologies and implement them into their work practices.

2. They are pragmatic


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