Institute of Social Opportunity highlights the main benefits for companies when hiring young people from Generation Z
Summary
Generation Z has been responsible for discussions on the future of work, stimulating the search for professional qualifications among young people. However, companies prioritize candidates with training and experience, increasing the exclusion of these young people. According to Kelly Lopes, superintendent of the Social Opportunity Institute (IOS), this generation of young people brings creative solutions, values communication and feedback, is multitasking and committed to diversity.
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Generation Z (people born between 1995 and 2010), or “gen-Z,” has led discussions about the future of work. According to an analysis by the consultancy firm McKinsey, by 2025 this generation will represent 25% of the world’s employed population.
In the Brazilian reality, the majority of these young people, over 83.6% according to a preview of the 2023 School Census, are enrolled in public schools and, in general, have a low income. As a result, these young people are the ones who suffer the most from unemployment (20%), according to a recent survey by the Brazilian Institute of Geography and Statistics (IBGE). This is because companies continue to prioritize hiring young people with the best training and experience, increasing the exclusion of young people with fewer access opportunities or more peripheral young people.
In this scenario, the lack of professional qualifications among young people, in general, represents one of the obstacles to entry into the job market. However, according to research from LinkedIn, an estimated 74% of Gen Z youth seek to learn new skills and develop professionally. Despite the commitment of this generation in the search for qualifications, some stigmas are found in the selection processes themselves which hinder the entry of these young people into the world of work.
In this sense, Kelly Lopes, superintendent of the Social Opportunity Institute (IOS), which has already trained more than 45 thousand young people in professional training courses and works daily with the inclusion of Generation Z in the job market, highlights the main advantages of hiring young people of this generation.
A diverse generation
“We must understand that Generation Z in Brazil is not made up of just one young model. Even if they belong to the same generation, they have origins and realities that reflect the country’s inequalities. According to the Youth Atlas, the majority of young people who they live on the outskirts of cities, only 21% of them access higher education as soon as they finish their studies, so this population seeks free vocational training courses to get their first job and then continue their higher studies in the company as well as helping to eliminate requirements such as fluency in another language and having a high school education, especially for entry-level positions,” says Kelly.
Communicative and valuable feedback
According to an IBM study, 7 out of 10 young people from Generation Z consider the ability to be themselves in the workplace to be very important. Therefore, being open to accepting what this young person has to offer, without judgment and valuing his contribution, creates an empowering space and encourages the exercise of one’s creativity. Mentoring projects that connect these young talents with experienced leaders can contribute to this process.
They bring creative solutions and are multitaskers
Digital natives, this generation has more access to information, which means they are more curious and provocative, contributing innovative ideas and creative solutions. Additionally, they can drive the use of agile technologies and task control tools that, with monitoring and direction, can help achieve goals.
They want to learn to develop professionally
“Generation Z is the most aware of the world of work. Factors such as inspiration for leadership and the possibility of learning are valued. According to research conducted by LinkedIn, 76% of young people from Generation Z believe that learning is the key to a successful career To encourage this, companies need to offer continuous training and feedback, as well as recognize the progress of this professional figure, especially for young people at the beginning of their careers.”
Autonomy of values
“With ease in seeking solutions to problems and multitasking, Gen-Z youth appreciate autonomy at work. Allowing autonomy so that tasks and goals are achieved is an important incentive in the evolution of this professional and helps develop difficult skills, such as decision-making and self-management.”
Committed to diversity
Young people of this generation are socially engaged and value organizational cultures that promote diversity and inclusion, which attracts even more innovation. Therefore, these young people represent a powerful workforce to transform companies into more just and inclusive environments – a reality increasingly required by companies – being an agent in D&I matters.
“The young people of Generation Z, especially in Brazil, are different and have enormous potential that must be recognized by companies, beyond labels. They are committed to building their careers and seeking opportunities in the job market based on values such as ethics, respect and transparency. Hiring young people of this generation means connecting innovation and diversity to businesses, fundamental objectives today and for the future”, concludes Kelly Lopes.
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Source: Terra
Ben Stock is a lifestyle journalist and author at Gossipify. He writes about topics such as health, wellness, travel, food and home decor. He provides practical advice and inspiration to improve well-being, keeps readers up to date with latest lifestyle news and trends, known for his engaging writing style, in-depth analysis and unique perspectives.
