Would you hire a Gen Z? I just did!

Are Gen Z as lazy as everyone claims them to be? 

I vowed never to sound like my Grandmother who would famously lament “the younger generation have no idea what hard work is!” 

Whilst not addressing this directly to me, she left no doubt as to who she was talking about. Me!

It typically came down to the fact that I was not doing what SHE wanted at that moment in time. It did not help that she never articulated what she wanted me to do, until after the fact. 

A lack of clarity around the expectations of a job is a common story when there is a breakdown in the relationship between employer and employee. That is assuming your recruitment processes were stringent enough in the first place, and your employee wants their job for reasons other than just paying the bills.

Recruitment is expensive. It is not just the recruitment process itself but the “lost opportunity” whilst you or someone else diverts time to induct new people into your business. In addition to training, they need background on the company, the services, the messaging to customers, suppliers, and the public. But bad recruitment is even more costly!

Workplaces often have unclear Job Descriptions (JD) that can be non-existent, incomplete, or no longer reflect the role the employee is doing. So, how is an employee supposed to know what to do, or even what they signed up for, if the JD is not clear?

When you have your JD, you’re ready to advertise and when the applications roll in, you can screen your prospective candidates based on your JD. 

So, how did I end up with a Gen Z? There were applications from incredibly talented individuals, however, most were over-skilled for the job I had on offer. What I really needed was someone keen to learn, would enjoy the role for what it is and, meets our company values.

Enter my Gen Z applicant. A part-time student on a scholarship that demands a B+ average. That doesn’t sound lazy to me. Do I care that she is young? Not a jot. It’s an advantage in a business where technology is fast changing, and the youth often have new skills if you’re not afraid of change!

It’s about the job I need filled. By taking time to check in daily in the first week I can make sure that they are comfortable with the speed that they receive information. We check in weekly and then formally at four weeks before slotting into regular quarterly reviews to monitor progress. 

So, what makes my Gen Z so different to the other youth of today that “don’t know what hard work really is”? Nothing, except I’ve taken the time to be clear about what I want them to do. We are taking time to SHOW what we want them to do, and where to go or who to ask, if she has any questions. If things don’t work out with a Gen Z hire, ask yourself honestly if you’ve set them up to fail. Older hires tend to have experience behind them and can often anticipate requirements but, it’s all new to Gen Z. So, if it’s not working out, which part of the process have you not completed? 

For more information and advice on employment and diversity in the workplace contact us.