Ho Chi Minh City, 10 August 2020, Navigos Group, the leading provider of HR services in Vietnam, publishes the report on Generation Z – Fresh graduates: The Characteristics and Career Orientation, to evaluate generation Z’s personality, their thoughts, and behaviors in the working environment. The report was published based on an analysis of results from 1,000 3E-IP tests, a product of Navigos Group to evaluate the capacity of potential candidates and current employees.
I. THE CHARACTERISTICS OF GENERATION Z – FRESH GRADUATE
The “Self-star” group makes up the majority of the labor force
Based on the data, the Self-Star (pioneering, proactive, independent, and like challenges and innovations) personality type accounts for the largest share of the workforce, with 40% in the Gen Z – Fresh Graduate group and 35% in the Experienced group. Gen Z tends to have a personality as a Self-Star while experienced people tend to be Stable (adapt and harmonize with the surroundings but difficult to develop themselves) and Follower (support others, perseverance, work well in a team but lack of own opinions) group.
Occupying the lowest rate, less than 10%, only 5% of newly graduated belong to the Specialist (focus on goals, only prioritize personal tasks, prefer to receive new tasks) group, and this figure is 3% with the experienced group.
Gen Z – Fresh Graduates is more ambitious than the experienced group
According to statistics, up to 91% of fresh graduates expressed high ambition at different levels, of which 24% had a high level and 67% at medium level. However, for a group of experienced employees, enthusiasm and ambition at work tend to decrease as they have worked longer, with 17% having high ambition, 72% at medium level and 11% is low.
Differences in the “quick actionability” between Z generation and previous generations
According to statistics, more than 50% of the experienced staff are classified into the Average group – able to act quickly or not depending on the situation. However, this figure is 10% lower among Generation Z, accounting for only 41%. Accordingly, the group of fresh graduates tends to plan more – as the Visioner (accounting for 40%) and also tend to act quickly without thinking – as the Quick Action-taker (accounting for 19%, 4% more than the Experienced).
Fresh graduates can “speak” better than “listen”
According to the test results, up to 81% of Gen Z – Fresher know how to express themselves well with good communication ability, easy to understand, and can persuade others. In contrast, only 19% expressed themselves as good listeners through their ability to understand and convey positive emotions to the other person.
The level of creating compatibility and prioritizing others’ emotions decreases by the years of employment
Despite the tendency to be a good speaker than a good listener, ¾ of the Gen Z group shows respect for the emotions of the other person when communicating and can express compatibility. There is only ¼ prioritize expressing their feelings and thoughts without considering other people’s feelings.
Accordingly, Generation Z has the proportion of the Prioritize Other – Prioritize Themselves is 76% – 24%, while this figure for the Experienced group is 73% – 27%. It can be said that the group with more long-term working experience tends to express themselves more and prioritize speaking out their feelings and thoughts.
Besides, the two groups of employees possess quite similar communication ability with not much difference. Specifically, with the proportion of Good listener – Good speaker in Gen Z is 19% – 81%, in the Experienced group is 17% – 83%.
Generally speaking, 70% of employees have a high and very high stress tolerance level
Under the general pressure of work, the group of employees, including both fresh graduates and experienced staff, can withstand pressure consistently. 22% of Gen Z – Fresher have a “Very high” level of stress tolerance, 52% have a “High” level, this figure for Experienced staff is 19% and 50%, respectively. Occupying less than ¼, 24% of Generation Z can only withstand stress at an “Average” level and 2% are “Low”.
Generation Z has a desire to grow into managing at their profession or working to contribute to the community
With a high level of energy and ambition, accounting for the largest proportion, up to 29% of young people show the trend of developing into management on the corporate ladder, this rate among experienced employees is 27%. The next trend is recorded as “to contribute to the community”. Accordingly, 28% of Gen Z – Fresher tend to develop to contribute more to society, this is also the second trend among 22% experienced staff.
Only 3% of the test results, in both groups of employees, show the tendency to become an Entrepreneur. Accordingly, this group of employees has the characteristics of optimizing their abilities to overcome difficulties and develop new things.
Experienced employees value stability more than generation Z
Up to 16% of experienced employees value stable trends in a company, while this rate in the Z generation group is only 7%, which is a 9% difference. The group of experienced employees also showed the tendency to value personal life more, accounting for 8%, for the group of newly graduated students this factor accounted for 7%.
II. SUGGESTION FROM NAVIGOS GROUP
Mr. Gaku Echizenya, CEO of Navigos Group shared: “The 2020s begin, which is also the time when Generation Z began the first years of their career. However, gaps in generation characteristics and educational background also bring differences in preferences, behaviors, and thoughts of Generation Z compared to previous generations. This brings certain challenges for employers when facing the need to recruit young talents. With 18 years of experience in the human resources industry in Vietnam, Navigos Group understands the challenges of employers in evaluating candidates, especially the “new generation of labor”. By analyzing the development trend of Generation Z from the report Generation Z – Fresh graduates: The Characteristics and Career Orientation, Navigos Group has suggestions for businesses to have a suitable evaluation and management strategy to unleash all potentials of future labor generation – generation Z:
- Use intellectual and personality evaluation tool: In the hiring process, employers can learn about the competency and experience of the candidate, but it is also important to evaluate the suitability of the candidates with the corporate culture. While there are many ways to assess candidates, multiple-choice tests are always a quick and cost-effective way. Currently, many tests are trusted and verified such as MBTI, DISC, 3E-IP, etc. For 3E-IP Test, Navigos Group has researched and developed from the en-Japan’s version to best match Vietnamese culture and environment.
- Flexibility in management style to bring personalized experience for each employee: A team is always made up of many different personalities, ambitions, and working styles. The diversity of personality and intelligence in a collective will bring the ability to solve problems effectively for businesses and enhance creativity. However, to function effectively, leaders must understand and build a development roadmap for employees that is consistent with their personal goals and can be aligned with the goals of the organization. Using the right management method with the right people will bring appropriate personal experience to employees and help them stay engaged with their jobs and businesses.