Millennials vs Gen Z: What Aviation Recruiters Need to Know

The aviation recruiting landscape has changed tremendously with the rise of Generation Z and Millennials. According to aviation employment consultants Aerviva Aviation Consultancy, it is critical for employers to comprehend the subtle differences between the two generations when hiring fresh talent.

  • Work Values and Ambitions

Millennials are born between 1981 and 1996 and were pioneers in the digital age. They witnessed the introduction and rise of social media, instant messaging, smartphones, search engines, and the mobile revolution.

Generation Z are born between 1996 and 2010 and frequently referred to as the first generation that truly grew up in the digital age. They are extremely tech-savvy because they were raised in a technologically advanced environment.

The job values and professional aspirations of these two generations significantly differ from one another. Millennials are frequently described as seeking meaning in life and a healthy work-life balance. In contrast, Generation Z shows a larger desire for career progression and financial security.

In contrast to 63% of Millennials, 75% of Generation Z respondents to a Deloitte poll expressed a desire to hold leadership positions within the next five years.

Millennials frequently desired steady, full-time jobs. Meanwhile, Generation Z typical demonstrate entrepreneurial and autonomous desires. Certain sectors of the aviation industry can capitalise on this, by promoting an innovative culture, allowing flexible work schedules, and offering chances for skill advancement and side projects.

Employers should highlight opportunities for growth and progression, emphasizing the possibility of leadership roles and financial benefits inside the company.

  • Digital Pioneers vs Digital Natives

Data illustrates that about 92% of Millennials and 97% of Gen Z own smartphones. Their job search process is significant reliant by this affinity for mobile technology.

Jainita Hogervorst, director of Aerviva Aviation Consultancy, says, “companies should utilize digital platforms and optimize application procedures for mobile devices, with video interviews and virtual reality experiences into the hiring process to effectively engage Generation Z.”

Aerviva research suggests ‘fast and direct’ messaging supports improved engagement, and communication tactics that appeal to both generations. Recruiters should also use a blend of email, messaging services, and in-person encounters during the hiring process.

Recruiters of both groups should look for candidates that have three traits, including communication, practical experience, and big-picture thinking.

  • Inclusion, Diversity, and Social Values

Both generations value diversity and inclusiveness according to The Workforce Institute, with 77% of Generation Z and 74% of Millennials agreeing that innovation requires a diverse workforce.

While Generation Z places a stronger priority on gender diversity, Millennials often place more emphasis on cultural diversity. Recruiting for the aviation industry should emphasize dedication to diversity and inclusion.

The power to influence societal change among generations with strong moral convictions, such as Generation Z and Millennials, might make or break recruiting and retention attempts.

Both generations have high expectations to make a positive social impact, and both groups are likely attracted to a strong brand image.

  • Sustainability and Environmental Impact

Both Generation Z and Millennials are increasingly concerned about environmental issues, including the aviation industry’s carbon footprint.

To accommodate the unique interests and ideals, recruiters must modify their techniques. “Organizations may position themselves to recruit and retain the greatest personnel from both generations by understanding these distinctions and adapting their strategy, accordingly, ensuring a varied and dynamic workforce for the future,” Hogervorst adds.

According to a survey by Accenture, 78% of Generation Z and 64% of Millennials, respectively, agree that it is crucial for companies to take meaningful action on environmental issues. Moreover, according to Boeing, 61% of Millennials and 75% of Generation Z applicants indicate interest in aviation occupations that emphasize sustainable aviation solutions.

Image accredited to Turkish Technics 

 

Author: FTN Editor

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