Generation Z on the labor market - Characteristics

Generation Z on the labor market - Characteristics
  1. Characteristics of the Z generation
  2. Employee professional qualifications
  3. Generation Z on the labor market
  4. One of the biggest gap
  5. What does Generation Z need in the workplace?
  6. Leadership challenge
  7. HR has to adapt

Characteristics of the Z generation

Actually, from birth these young people are familiar with the new technology and it is a natural environment for them. Today, a 5-year-old can learn how to use a smartphone or laptop faster than many adults. That is why the generation checks the Internet with any doubt, to which they usually have permanent access. They can search, know how to navigate it, there are no problems with virtual communication. Often, these people have many friends from distant corners of the world, because thanks to the network there are no barriers. In addition, Generation Z engages in discussions on forums and social media more than other generations.

Employee professional qualifications

There is a view that generation Z has everything on the tray and there is something to it. Apart from the issue mentioned above, most of them are brought up almost stress-free, they often get what they want, they are pampered, therefore they are not humble, they think that they deserve everything.

Generations Z do not scare away the distance. They like to travel and do not take root, which is why many of them decide to go to the other end of the world, if they have the opportunity and it can help them in self-development. They get to know other countries and cultures on a daily basis, so they don't feel anxiety about leaving home.

This generation is characterized by almost inborn multitasking. Representatives of the generation can do several things at the same time and it is somewhat natural for them. It is not a problem for them to talk to someone at the same time, write a message and watch the series. They share their attention. On the other hand, they can't focus on just one thing, and it's difficult to attract their attention so much that they don't do something else at the same time.

Generation Z follows trends very easily. The brand is important to them, but at the same time they want the price to be rational, which is why high quality is important for them, for which they will not overpay.

Generation Z consists of individualists, often even loners, who are rebellious, sometimes even selfish. Their view of the world is characterized by realism, which is directed towards pessimism. At the same time, they are very creative people who value self-development and independence.

Generation Z on the labor market


When looking for a job, Generation Z looks the most at earnings and whether they are appreciated by their superiors.

The top most important for the generation of employment aspects include:

  • attractive salary,

  • good atmosphere,

  • appreciating work results,

  • good money is important for all generations, but not only the oldest of them, which values ​​a pleasant atmosphere more.

  • working abroad. Every fourth is ready to leave everything and leave

  • balanced work-life balance

  • a lot of freedom to develop

  • sense in your work

  • flexible working hours and models

  • security through permanent employment contracts

Stable work is not a priority for the Z generation. Young people willingly change employment. Perhaps in serenity for something less boring, because almost every third from z generation indicates that he would like to have interesting duties.

One of the biggest gap

Gen Z wants “9 to 5”, but companies want more flexibility when it comes to working time models. It is obvious that things cannot go well if the requirements diverge so much.

Home office, company car and a nice raise - combined with corresponding performance? This no longer works with the Gen Z. These benefits are perceived as pain and suffering rather than appreciation.

It is clear that the job market is uncertain. Generation Z wants to be successful in the long term, but not at all costs and not under the conditions that have been common until now.

What does Generation Z need in the workplace?

  • Fun at work

  • Secure job (permanent employment contracts)

  • Nice colleague

  • Identification with the company and the activity

  • Clear separation between work and private life

  • Regulated working hours

  • Corporate values ​​lived

Leadership challenge

Rethinking also has to take place with superiors, because tomorrow's employees have to be motivated according to their needs and companies should adapt to their needs. It should not give the impression that this new group of workers is lazy.

Rather, this generation is concerned with a clear demarcation between work and private life. Since work in the digital age (through emails on smartphones, etc.) is practically possible everywhere, Gen Z's strong positioning takes place here.

The following examples would be conceivable to actively involve the Gen Z:

  • Exciting projects

  • individual responsibility

  • Versatile challenges

  • Good development opportunities

  • Results-based leadership

  • Defined end of working hours

HR has to adapt

HR has to adapt in order to address Gen Z in a targeted manner. Not only must the wording in job advertisements change, the type of application must also change. Job advertisements should respond to the needs and wishes of Gen Z. Home office, flexible working hours and the like will not generate any applicants from this target group.

The companies also have to come up with something regarding the application process. The "digital natives" have no desire to fill out complex online applications and upload their CVs in a specified format.

The development of generation Z on the job market is still at the beginning, but companies should not make the same mistake as generation Y, where many companies have overslept the new demands of the workers and it took so long until topics such as flexible established working hours and home office.

The first Gen Z employees have already arrived on the job market, which is why companies should adjust to them promptly and use their potential.

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