Social networks such as TikTok are overflowing with publications by young Generation Zers warning of trends and actions by companies that could be considered harmful. These various publications illustrate the presence of a generational divide concerning the vision of the corporate world. Generation Z, born between the late 1990s and early 2010s, represents a growing force on the job market. Their arrival on the job market is accompanied by new demands and expectations, reflecting a paradigm shift in the way they view their professional careers.

More recognition

For Generation Z, recognition at work goes far beyond mere remuneration. They seek environments where their contributions are valued, where their ideas are listened to, and where their work is appreciated. Companies that fail to recognize this need risk losing valuable talent to competitors who are more attentive to their needs.

Focus on mental health

Unlike some previous generations, Generation Z places greater importance on mental health and well-being at work. They value companies that offer psychological support programs, flexible leave policies and encourage a healthy work-life balance.

Flexibility

Generation Z values flexibility in the workplace. They look for jobs that allow them to work remotely, choose their own hours and adapt their schedules to their personal needs. Companies that offer flexible work options are more attractive to this generation, who place freedom at the heart of their priorities.

Fully integrating digital technology into the workplace

Born in the digital age, Generation Z expects companies to fully integrate technology into their working environment. From collaborative tools to communication platforms, young people want to work in companies at the cutting edge of technology. In their quest for cutting-edge tools, Generation Z is focusing on the integration of artificial intelligence. Artificial intelligence offers companies new opportunities for growth and improves employee efficiency.

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Generation Z is constantly questioning the world around them and is no longer afraid to take on new projects, resulting in a notable rise in entrepreneurship among them. Having a permanent job is no longer the main objective for many of them. Companies that know how to adapt to these new requirements and demands of Generation Z will be better positioned to attract and retain tomorrow s talent. Recruitment challenges are real for HR departments, but they also offer opportunities for companies that know how to meet the evolving expectations of this dynamic generation.

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