Generation Z has hit the job market. The workplace now has several distinct generations working together, each with its own unique perspectives, communication styles, and perceptions.

Although these differences may present collaborative challenges, family businesses can anticipate and overcome difficulties by learning about their future employees and leveraging each generation’s strengths. Keep in mind there are generational norms that characterize Generation Z—even though individuals may not exhibit all or any of these norms.

Who are they?

Gen Zers are those born between 1995 and 2010.

This generation has grown up in a connected world where they constantly receive updates from their buzzing smartphones. Accustomed to flipping between a range of stimuli, many Gen Z employees are natural multitaskers. Due to their information intake level, many will also be self-starters who know how to do research and find innovative solutions to problems.

Shaped by events like 9/11 and the housing crisis, Gen Z has developed a pragmatic attitude towards achievement. Their outlook on social and economic stability has additionally been driven by soaring college debt and the polarized political climate.

Gen Z understands the need to work hard to get ahead; motivated by security, they will become competitive players in the workforce.

What do you need to know?

For starters, recruiting methods need to be updated.

Gen Zers are digital natives and will expect online and easy-apply processes. By investing in new technologies, traditional forms of hiring can be transformed to creatively showcase a business’s culture and growth opportunities. Businesses should utilize social media platforms to reach Gen Z and increase candidate applications.

Glassdoor economic research analyst, Amanda Stansell, affirmed that Gen Z “applicants will likely favor employers who can demonstrate – via their job descriptions, interview processes, and other online forums – that they value culture, career opportunities, and trust in senior leadership, along with a balance of benefits.” The most diverse generation to date, businesses should address diversity and inclusion and how they engage in related efforts as well.

Focused on job security and predictable growth, fewer Gen Zers are seeking graduate degrees before entering the workforce. With an earn-to-learn and ready-to-work mentality, they expect to be rewarded for their hard work and receive frequent promotions throughout their career.

Instilled with a sense of caution, Gen Z employees will repay being aided in their advancement by being loyal and long-term employees.

What they can contribute?

If properly embraced, the talents and skills Gen Zers can provide will particularly benefit family businesses.

Their entrepreneurial spirit paired with their knowledge of technology will encourage progress in both the physical and digital realms. By diversifying the workforce, this generation can have a positive impact on the family business culture and online presence.

By facilitating a social connection between its employees, family businesses will create a constructive, yet encouraging, work environment. Each generation can work together to identify weaknesses and then provide training to one another in their respective strengths. If family businesses can build bridges to mend generational gaps, they will foster a functional workplace for all generations.