The thunder of the Millennials is gradually passing. Now, the recruitment industry is gearing up for a new wave of job seekers and employees that are ready to make their mark in the workforce—the Generation Z.
The so-called post-millennial generation is the youngest market today. Pew Research Center identifies this generation as those born from 1997 onwards, which means their oldest members are roughly 22 years old and graduating college or have already started their first jobs.
Generation Z are passionate and ambitious individuals. They’re adept people who are willing to learn new skills that can help with their life and career. Gen Zers are also the true digital natives, with 68% of Filipino Gen Zers confident in their tech-savviness.
So, what does this mean for recruiters and companies? Filipino Gen Zers are transforming the workplace, and it’s time that employers accept these changes and adapt to it. This should give both you and your Gen Z employees many benefits.
Much smaller generation
Since the oldest Gen Zers are just starting out their careers, they’re the smallest population in the workforce today. But that makes them great candidates for entry-level positions where only minimal experience is necessary.
This encourages human resource managers or recruiters to keep their hiring and employment tactics up-to-date. You can ask this generation what they like most about your company and suggestions on how you can improve for future recruitment and employment practices.
Diversity at its core
Compared to other generations, Gen Zers are more comfortable and mindful of talking about social issues with their peers. Young Gen Z professionals find it pleasant to work in companies that value diversity, push for inclusion, and establish a positive company culture that acknowledges social issues and promotes equality inside and outside the workplace.
This encourages recruiters to reassess policies in recruitment, hiring, training, and promotions to make sure they provide equal opportunities regardless of sex, gender identity, race, age, and social status.
Call for cause-driven initiatives
Thanks to digital media, more and more cause-driven projects and awareness initiatives can reach audiences, especially the young ones (i.e., zero waste project, promotion and showing support for locally made products, etc,). Because of this, 60% of Gen Zers want jobs that enable them to make a change.
These movements appeal to Gen Zers the most. Companies who want to tap on this generation should highlight their corporate social responsibility (CSR), purpose, charity work, mission, and the other ways they leave a positive impact on people’s lives as well as on local or global communities. These aspects of the company pique this generation’s interests.
Ready for global standards
The country’s first batch of Filipino students under the K-12 academic system has just recently graduated in 2018. This means that there are roughly 1.25 million Grade 12 students who can choose to pursue higher education or start applying for work. Whichever path they choose, the majority of them went through specialized training in areas such as Accountancy, Science and Technology, Business and Management, and IT. This means their K-12 education prepared them enough for the workplace.
Shape influential behavior
Gen Zers aren’t scared to celebrate their individuality and appear to be more realistic and career-minded compared to millennials. Since they’re the generation who is more inclined to do work that adds value to other people’s lives, they want to have some sort of influence on other people. Even at a relatively young age, they’re clear about who they are, what they want to be, and how they want others to see them.
Gen Zers look for stability and security in the workplace. Companies can try and place them in stable but challenging positions or assign them to difficult projects, and they’ll find that Gen Zers are more than happy to do it to show what they’re capable of.
More technological involvement at work
Millennials witnessed the death of pagers and the rise of smartphones. Research shows that Filipino Gen Zers are the most confident when it comes to their tech-savviness (68%) compared to their SE Asia and global counterparts at 62% and 52% respectively.
Gen Z understands how technology can transform the way we work and live. Technology is highly integrated into their lifestyles and working styles. As such, companies can try to switch their presentations online using Google Sheets, provide their training and on-boarding programs in a YouTube-like digital format they can access online. They can also plot company events, activities, and leaves or absences on an online calendar such as Google Calendar.
Create a more collaborative work environment
Gen Z young professionals grew up in a collaborative educational environment. This means they’ll likely carry this trait when they step into a work setting. A study shows that 80% of Filipino Gen Z workers expect to learn on the job from their colleagues. They prefer meeting face-to-face rather than send messages to each other.
With these young workers around, businesses are encouraged to set brainstorming and alignment meetings face-to-face instead of through email or work chat. This also addresses the gap in multigenerational work environments where senior professionals feel outperformed by their young contemporaries.
Prepare for the New Generation of Workforce
Millennials may dominate the workforce today, but soon, this new generation will outnumber them. Filipino Generation Z young professionals aim to build a career driven by purpose and meaning. With their quality education and upbringing, employers can find quality, entry-level talents who will help propel their business forward.
To attract the best Gen Z candidates in your company, make sure to elevate your strategies. You must also understand their needs, their behaviors, and how they work. Tap on a credible recruitment agency in the Philippines to help you out!
On a personal note, TJ is happily married and a father of two adorable children. He spends his free time giving back to the community by being an active member of the local HR Community. He speaks in learning sessions and also does pro-bono talks once in a while to impart his knowledge in recruitment.
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