Gen Z, the digital generation, is often referred to as K.I.P.P.E.R.S (or Kids in Parents' Pockets Eroding Retirement Savings). However, there's much more to this group of individuals than just their digital savviness.
Here are some key traits that define Gen Z:
Digital Natives: They use their devices to seek out information and learning.
Mobile: Gen Z individuals are likely to have 18 jobs and 6 careers across their lifetime, meaning they are constantly on the lookout for new opportunities.
Global Citizens: They care deeply about world issues and social causes.
Social Generation: Friends are key influencers, as well as social media.
Visual: They are highly visual learners.
Additionally, 59% of Gen Z individuals prioritise learning and development opportunities over salary and finding meaning in their work. They are a scientific generation that values evidence-based decision-making.
When given $50,000, most Gen Z individuals would invest in the stock market or save for a house deposit, with holding it in a savings account being the least common answer.
In terms of work preferences, most Gen Z staff think that working two days per week in the office is the most appropriate frequency. Instagram is the most popular social media platform among Gen Z individuals, followed by Facebook, TikTok, and Twitter/X.
So, how can organisations recruit and attract Gen Z graduates?
Intrapreneurship: With only 22% wanting to work for employers, developing entrepreneurial skills within an established organization is on the rise.
Investing in Training and Development: Organisations that invest in training and development, praise and guidance, create a culture of innovation that benefits everyone involved.
Leading with Empathy: Gen Z individuals want to work for organisations that lead with empathy and create a positive work culture.
In the recruitment process, Gen Z individuals value clear communication and outlines, high-touch involvement, transparency, and staying in the loop.
Lastly, while Gen Z is considered the digital generation, organisations should be cautious about digital usage and set clear guidelines and expectations to avoid negative impacts such as lack of focus, burnout, and poor communication.
This article was based off findings from the Australian Association of Graduate Employers Conference (AAGE), if you are interested in further information and source documents. Please contact Laura Wong, API Undergraduate Program Manager at email@example.com.