We recognize that more and more Generation Z talents are entering the tech sector. As it is vital to adjust the hiring strategies accordingly, we decided to share our interview experience with Gen Z developers and point out some common aspects they do find important:
· This is a generation that has grown up with the internet in their phones and tablets. Online presence is integral. A recent survey of around 12,000 Gen Z teens shows that 91% say the technology offered by a company would influence their job choice (if faced with similar employment offers). A poor user interface, buggy software, or a lack of mobile web page are all signs that the organization is behind the times. Online reviews of your organization also play a vital role. It could well be the case that your social media strategy also needs an upgrade. According to several studies, for Gen Z Facebook isn’t the first choice. We have heard - “somehow I didn’t find company x in the Insta.” If you want to post ads and share employer banding content, it’s worth looking at other channels too. If your company doesn’t already have Instagram and Snapchat accounts, probably it’s a good idea to sign up.
· It seems that Gen Z professionals are more risk-averse and look for stability and clear growth opportunities within the organization. We also hear questions about health coverage and paid-time-off more often. We might argue that pool tables and free meals won’t win a lot of Gen Z hearts over. This also shows in surveys, for example, one survey of 1,000 Gen Zers found that the top goal among this generation is to work in a role where they can feel stable and secure, with 40% in agreement. The same survey found that 69% would rather prefer a stable job than one they were passionate about.
· Autonomy and independence are of high value, so flexible working time is a thing that’s asked about quite often in the interviews. Just to add - they are also willing to be flexible in return. What does this mean to you as an employer? Be sure to highlight flexibility in the hiring process. We also could advise being open to remote work options, especially in the context of all the changes COVID-19 has brought to the job market.
` Gen Z cares not only about ethnical consumption – they notice when companies and brands come across as inauthentic and are vocal about that. So they gravitate towards purpose-driven companies and seek for such qualities as integrity and honesty - both in the company and in their future leaders. Money really matters to them, as the questions in the interviews show, but it’s not everything. Who they work for is probably an extension and reflection of their personality, so we would say they want employers who will share their values. If your team can match their enthusiasm and commitment to making an impact, they’ll be eager to join your team.