Outsourcing has become one of the best solutions for organizations who are looking for cost effective and efficient ways to manage their human resource operations. In particular, hiring Gen Z talent in Pakistan is gaining momentum as companies are recognizing the unique strengths of the emerging talent. Gen Z, born between the mid-1990s and early 2010s, represents a new generation of digitally skilled, purpose-driven, and value-oriented professionals. This blog will explore the unique characteristics of Gen Z workers, the role of a HR outsourcing company in hiring this talent, and the best practices for managing Gen Z employees in an outsourced setting.
Understanding Gen Z: A New Generation of Workforce
Gen Z is a generation that is now entering the workforce as ‘digital natives’ because they have been socialized with the use of technology from their childhood. Technology has entered the lives of young people, and they adapt to it on nearly all levels, so they know their way around computers and the Internet. This generation, also known as the purposeful generation, is the people who look for meaningful jobs, jobs that have a positive impact on society. Employees belonging to Gen Z are highly likely to seek collaboration, work flexibly, and care more about the work-life balance than their counterparts in the previous generation.
Key characteristics of Gen Z include:
- Digital Natives: Since their early days at the workplace, Gen Z has had no other option than to experience and engage with the use of the Internet, smartphones, and social media. They are very proficient with information communication technologies for interpersonal communication, project management, and problem-solving. This is because most of them are digitally savvy and can thus fit into careers that involve the use of technology, marketing, customer relations, and any other positions that afford one to work online.
- Purpose-Driven: This generation’s driver is not only financial incentive but also self-fulfillment. They are in search of occupations that bring about positive changes in society and the physical world. It means that companies will only be able to enlist the talent of Gen Z workers if they have meaningful work experiences to provide to the latter.
- Collaborative: Based on the analysis of the results, teamwork, and open communication are important to the Gen Z cohort. Another is that they can easily work in teams, using different technologies to stay connected with coworkers and clients from all around the world.
- Value-Oriented: The current generation Z has a belief system that the employer is also supposed to subscribe to when hiring them or when they attend their place of work; this includes diversity, sustainability in the environment, and corporate responsibility, among other reflective value systems. They want to be employed by organizations that observe high standards of business ethics and have a positive impact on society.
These characteristics shape how Generation Z engages in work and employment and the expectations that it has for employers. Employers and organizations that can provide flexibility in work perceived meaningful work, career advancement, and progression opportunities among the Gen Z workforce will be more effective in achieving high pickup and retention rates among this workforce.
The Role of Outsourcing Companies in Hiring Gen Z Talent
Some of the major challenges of hiring Gen Z talent in-house include geographical location since many of the organizations that seek to hire Gen Z talent have organizations in different parts of the world, and they may need help understanding the talent pool in that region. Outsourcing companies can address various challenges as they know the local labor market and have a large number of suitable candidates. They are equally useful in screening, selecting, and onboarding Gen Z workers to relevant jobs to realize the most appropriate fit between talent and jobs. Besides, outsourcing companies work with a cross-cultural team of employees and, thus, understand how to prevent communication issues and make the process smoother.
Conclusion
Hiring Gen Z talent in Pakistan presents a strategic opportunity for organizations to access a highly skilled, digitally proficient workforce. Gen Z’s unique characteristics, such as their focus on collaboration, purpose, and values, make them well-suited for the demands of modern businesses. By working with outsourcing companies, organizations can overcome challenges related to cultural differences, language barriers, and time zones, while benefiting from the innovation and adaptability that Gen Z talent brings.
