It’s about matriculation time. Hence, a new generation is ready to join the workforce.
They’re not looking for a basic M-F 40-hr-wk kinda gig. They want their contribution to make a difference and align with their beliefs and values.
“Gen Z is interested in hybrid work. They’re interested in perhaps going to a company where they can go in an office one or two days a week and have that face time, but have the ability to work remotely two or three days a week,” says Mark Beal, Assistant Professor at Rutgers and a Gen Z specialist. He’s literally written the book on those born 1997 to 2010. They’re totally digital, totally driven by media, and pretty savvy about expectations. They’ve had to navigate the disruption of a pandemic during their high school years.
The work environment they are entering still isn’t entirely confident in its footing. The C-Suite is still trying to figure out what their expectations are to meet productivity goals in an inflationary period of rapidly changing rules. “Currently employers are struggling with in-person, remote work, combination hybrid. That’s critical because Gen Zers have proven throughout the pandemic that we don’t physically need to be in an office or a classroom every day to successfully complete our assignments,” Beal says. He's authored four books on Gen Z: Decoding Gen Z; Engaging Gen Z; Gen Z Graduates To College; and ZEO: Introducing Gen Z, The New Generation Of Leaders.
Gen Z wants flexibility. Business wants profitability. Finding the sweet spot is a process not a place. Not too many entry-level positions offer hybrid options.
Robert Half Talent Solutions offers a list of trends that new hires can expect, including multiple interviews for each position and questions that are trying to evaluate soft skills as much as possible. Good advice to the recent graduate is to take your technical skills and thoroughly research the company with which you are applying, and practice how you can integrate into your answers a demonstration of how prepared you are.
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