Hiring Gen Z: What Cleaning Business Owners Need to Know

Plenty of attention has been given to Millennials in recent years, and with good reason. Those born between 1981 and 1995 are now the largest living adult generation and, as such, hold incredible power. They are our nation's trendsetters...but for how long?

This year, the youngest among us (Generation Z) will surpass Millennials as the largest generation. Those born after 1995 now make up 32% of the US population and, by next year, will account for 36% of the workforce. They are also the most diverse generation this country has seen.

It's important to understand Millennials, of course, but you may also want to start getting familiar with Gen Z. They are poised to shake up the workforce, and dramatically change how you hire and manage your team.

How you hire and manage your team.

Comparing Generations: Gen Z vs Millennials

Millennials share many values with the Baby Boomers—both generations are idealistic and value teamwork. Gen Z appears to have more in common with Gen X, including cynicism and individualism.

Gen Z's skeptical nature makes sense given their upbringing. They are the first generation to never know life before the attacks on Sept. 11th. They grew up watching their parents struggle through the Great Recession of ‘08, and dealing with the threats of terrorism and school shootings.

Clearly, each generation requires new a new approach to recruiting. The tactics that worked for Millennials may turn off Gen Z applicants. 

Millennials are known for being collaborative, wanting to make a difference, and valuing work-life balance more than financial compensation. Gen Z, on the other hand, appears to be more competitive, entrepreneurial, pragmatic, and money-conscious.

There are areas where two younger generations overlap. Both are tech-savvy, place a premium on opportunities for advancement, and expect plenty of feedback from their bosses. Also, these generations value diversity and inclusion much more than their parents.

Understanding Gen Z can make the difference between growing a dynamic team and failing to attract and retain the top talent in the coming decade.

What You Need to Know About Hiring Gen Z

Attracting younger candidates, whether Millennials or Gen Z, starts by embracing technology. The younger the applicant, the more tech-savvy they are likely to be. After all, Gen Z has always had access to smartphones and high-speed internet. They expect employers to have mobile-friendly websites and an seamless electronic application system.

That said, Gen Z craves human interaction and connection more than their older siblings. While they grew up with cell phones and social media, they actually prefer to face-to-face communication. 

That means employers need to strike a balance between high- and low-tech tactics in the hiring process. Post jobs online, allow applicants to apply via text or email, but make sure to use in-person interviews.

Also, employers should be prepared to re-evaluate their starting compensation packages. Millennials placed a premium on flexible schedules, workplace culture, and making a difference. Gen Z is focused on the bottom line. Work is about making money, not finding purpose.

In fact, 2 in 3 Gen Zers would rather have a job that offers financial stability than one that they enjoy. Their two top priorities in a job search are growth opportunities and generous pay. Remember, they saw their parents lose nearly half their wealth during the Great Recession, which has made them pragmatic about work and finances.

Finally, employers should clearly communicate their commitment to diversity and inclusion in job listings and during the application process. Gen Z will be the last generation with a white majority. For people younger than 23, a diverse population is the norm.

Gen Z spent much of its life with a black man in the White House, and it's a generation that celebrates diversity in all forms—race, religion, sexual orientation. They expect the same commitment to inclusion from their employers; 77% percent of Gen Z say that a company's level of diversity affects their decision to work there.

Managing Gen Z

Attracting younger workers is only part of the battle. You also have to make sure they want to stick around (hopefully for years). To do that, you may need to adjust your management style.

Having grown up in the age of Google and Alexa, Gen Z is accustomed to getting immediate feedback. They value honesty, integrity, and authenticity; 85% prefer straightforward, constructive communication in the workplace. And again, they prefer face-to-face communication with their boss and peers.

Despite their longing for quick, frequent feedback, Gen Z doesn't want to be micromanaged. In fact, 67% are comfortable with their manager checking in with them only if it is for 5 minutes or less. That's because, above almost all else, Gen Z is fiercely independent, entrepreneurial, and competitive.

While Millennials prefer collaborative work environments, Gen Z would rather go it alone. More than 70 percent are competitive with people doing the same job, and believe the phrase “if you want it done right, do it yourself.” 

What's more, Gen Zers are 55% more likely to want to start their own business than Millennials. Businesses can support Gen Z's entrepreneurial desires by soliciting their innovative ideas and giving them ownership over projects. Also, 75% percent would like to have multiple roles within one place of employment; your company will benefit by finding ways to let young employees diversify their job titles.

Finally, Gen Z is exceptionally hungry to learn so it's imperative to offer them professional development opportunities. Many are foregoing post-secondary education due to financial concerns, so they're entering the workforce at an earlier age than Millennials did. This makes on-the-job training and shoring up skills gaps more important than ever.

Old-fashioned training isn't enough for this tech-savvy group, however. They expect on-demand, microlearning options. Cleaning organizations will need to find ways to deliver mobile or online trainings with bite-sized units that can be completed in small bursts.

If Gen Z sounds like the workhorse generation you've been craving, you may be correct. They are overachievers, highly motivated to “win” and climb the ladder (and pay scale) quickly. The downside is they have greater potential for burnout than previous generations, so it's important that management find ways to force them to take breaks and avoid stress.

You may still be reeling from the massive paradigm shift brought on by the giant Millennial generation. The next decade will bring about another massive change as Gen Z begins to dominate the workplace. Don't be caught unprepared. Now is the time to think about how your recruitment and management practices need to change so you can attract and retain the best of these young employees. They are the future of the workforce, so prepare now to distinguish yourself as the employer of their dreams.

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