Dear Community,
With every new generation, the ideas and expectations towards employers evolve. For baby boomers, statistics show that a stable job and a fixed income are what matter the most. Millennials, on the other hand, seem to value work-life balance more than anything.
Little by little, the next generation of employees is entering the workforce, Generation Z. But how will this influence the HR world? 
Definition: Generation Z
Generation Z, also Gen Z, refers to the population group born from 1996 to 2009. (cf. Statista) Due to the differences between several sources, the exact time period is still uncertain. However, this generation is referred to as "Post-Millennials", i.e. they are born after the Millennials.
Generation Z as the next generation of employees
- Digital Natives
As a generation that has grown up in the age of digitalization, digital media is simply part of their everyday lives. Communication is increasingly taking place on digital media such as smartphones or laptops, and information is mostly consumed via the Internet.
- Inclusion and advancement
Generation Z is one of the most diverse and versatile generations. They prefer to work in diverse teams and organizations and make choices about their workplace accordingly. In terms of advancement, this also includes how innovative or sustainable the company is.
- Curiosity
Many Gen Z employees are characterized by a high level of ambition and curiosity. They want to learn new skills and know-how, which is why opportunities for personal development and promotion of skills are important criteria when looking for an employer.
So, what will change for HR professionals?
With the generational shift, HR departments need to revamp their strategies for attracting and retaining talent.
With regard to digitalization and preferred communication via digital media, HR staff must rethink their communication channels with potential applicants and employees. Applications via social media, a digital application process, but also the use of technical devices such as laptops can be approaches.
A "checking off the boxes" when it comes to what companies stand for is not enough for Gen Z. With Generation Z, employer branding is becoming increasingly important in HR strategy. Values and culture must therefore be implemented consistently and effectively.
Another aspect for HR managers will be to highlight career paths and growth opportunities. Even when hiring Gen Z employees, the development potential of the role and within the company needs to be made clear. Acquiring new skills and knowledge for the future can be ensured, for example, through regular training opportunities or access to online courses.
Which findings have you already been able to identify with regard to the generational change? And what incentives are you trying to create for Generation Z? 
I am looking forward to your discussions in the 
comments
Have a great rest of the week,
Melissa