Born between 1997 and 2012, Generation Z will comprise 27% of the global workforce by 2025,making them the only growing segment of the labour market.
Characterised as digital natives, Generation Z are shaking up the workplace. Members of this group typically value individual expression and hold high ethical standards.
Of course, boxing together the habits of an entire generation must be done with caution, as there will always be variances among attitudes.
But there’s no denying that with each new workplace cohort comes a new set of values and behaviours that managers should be aware of – especially when recruiting for oil and gas engineering jobs.
Happier workers, after all, are 13% more productive than their less-contented employees – so if you’re ready to start managing your graduate and entry-level employees more effectively, let’s get started.
Gen Z: an overview
They’re technologically savvy
With the bulk of their careers ahead of them, Gen Z are looking to settle into long-term, full-time roles.
They might currently be searching for graduate chemical engineering jobs in oil and gas - but despite being at an early career stage, this generation can bring immediate benefits to their employer.
In fact, with 83% reporting that they stay actively up-to-date with the latest technology trends, this innate knowledge could help boost companies’ efficiency and competitiveness, especially in the fast-paced oil and gas industry.
They’re more mobile
In contrast with preceding generations, younger generations are less attached to their jobs with Gen Z spending two years and three months in a job, compared to eight years and three months for Baby Boomers.
Previous generations typically sought job security via a single employer and looked to rise through the ranks with the same organisation throughout their career.
However, having grown up in periods of economic uncertainty, Gen Z have witnessed loved ones lose jobs regardless of company loyalty – which means that other factors now trump the monthly pay cheque for this generation.
Finding meaningful work that aligns with their values is paramount, even despite the current cost-of-living crisis. In fact, Gen Z even opt for more junior, lower stress roles in pursuit of a greater work-life balance.
They communicate
Another thing that sets Gen Z apart from other generations is that they’re not afraid to communicate their needs. Gen Z also prioritise authentic, transparent dialogue, which could positively impact the wider company culture.
Edelman’s Trust Barometer research even suggests that Gen Z have a ‘gravitational pull’ on those around them, making their behaviours highly influential to both peers and colleagues.
They have high expectations
From job flexibility to professional development opportunities, Gen Z also have high expectations for their employers.
“Gen Z will transform and disrupt the workplace more than any generation,” said Mark Beal, Assistant Professor of Professional Practice and Communication at Rutgers University, to Forbes Magazine.
“[They] will consistently call for pay equity and a corporate culture that is truly diverse and inclusive where they feel they belong.”
4 ways to retain high quality Gen Z talent
1. Review your sustainability policies
Gen Z increasingly expect climate action from their company:, with54% reporting that they research a brand’s environmental impact prior to accepting a job offer.
This remains a top concern for Gen Z and Millennials alike, who feel more contented in organisations that take the following climate-related actions:
Provide employee subsidies for sustainable choices, including electric car subsidies, incentives to use public transport and an eco-thermostat for employees who work from home
Educate and train the workforce on sustainability issues
Ban/reduce single-use plastic for on-site work locations.
With a passion for engaging people on social justice and environmental issues - in and out of the workplace - Gen Z will no doubt prompt companies to authentically contribute more positively to wider society.
2. Create development opportunities
But Gen Z also seek development in areas beyond sustainability, with 76% viewing upskilling as key to their career progression – whether informal or formal.
This may include mentorship, shadowing, external education and more. So, whilst they might be applying for graduate chemical engineering jobs now, they will have a very real drive to make their presence in the workplace known.
3. Become more adaptable
There’s no doubt that meeting Gen Z’s workplace expectations is a challenge for business leaders in the oil and gas industry, since many of the measures involve high costs or significant change.
However, adaptation could help bolster a company’s viability in the long term, rewarding the organisation with a highly skilled and engaged workforce that fosters greater communication and strong working relationships.
4. Adopt a values-based approach
Frank Fiorille, Vice President of Risk, Compliance and Data Analytics at Paychex, and author of special report The Rise of Generation Z, echoes this.
“Employers need to develop recruiting and retention strategies that keep Gen Z at the forefront, appeal to their values-based approach, and celebrate the unique contributions this group brings to the table.”
Recruit top oil and gas engineering talent with Orion Group
If you’re curious about the Gen Z talent pool near you, our expert team can help you match the best oil and gas engineering talent to your organisation.
Whether you are looking to fill graduate chemical engineering jobs in oil and gas or are searching for entry-level mechanical engineers, with over 35 years of experience, you can count on us to find high quality candidates.
