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Are you prepared to welcome Gen Z engineers into your organization? This newest generation to enter the workforce brings a unique set of values and skills that can reshape how talent acquisition teams and engineering managers effectively hire, manage, and ensure the professional development of this next generation of engineers.

In a recent webinar, our experts delved deep into how to hire and retain Gen Z engineers. Here’s a glimpse into some of the learnings and strategies presented in the session:

1. Understanding Gen Z Engineers

Gen Z engineers are digital natives, growing up in a world where technology is second nature to them. They are tech-savvy, adaptable, and often proficient in multiple programming languages. Many have a strong foundation in software development and computational thinking from a young age.

2. The Entrepreneurial Mindset of Gen Z 

Gen Z engineers are more likely to launch startups, build their own apps, or pursue independent projects alongside their day-to-day work. They are known for offering innovative solutions to engineering challenges.

“Adaptability and a commitment to learning are going to be key to navigating the future of work, and embracing new technologies, talent practices, and societal responsibilities are going to be critical for organizations to really thrive in this future.” – Taylor Sullivan, Ph.D., Senior Director of Product Insights and Principal I/O Psychologist, Codility

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3. Hunger for Learning

Despite their digital prowess, Gen Z engineers express a hunger for learning. A Deloitte survey found that only half of Gen Z respondents felt adequately trained for the workforce. Companies can bridge this gap by tailoring unique training programs for Gen Z, who may have started their first jobs in a virtual environment.

4. Financial Caution and Social Consciousness

Gen Z engineers are financially cautious and value financial security. They are also socially conscious and politically engaged, advocating for climate change, social justice, and equality. Companies that align with these values are more likely to attract Gen Z talent.

“To boost retention and loyalty among Gen Z engineers, fostering a culture of continuous learning within the organization is key. By encouraging these engineers to seek new challenges and acquire new skills, you’re creating an environment where growth is promoted and can lead to higher job satisfaction and loyalty.” – Julian Dobrot, Engineering Manager, Codility

5. Personalizing Professional Development

Understand Gen Z’s career ambitions and tailor career paths to match their goals. Offer flexible learning opportunities, self-paced courses, and mentoring programs. Ensure that skills learned align with career aspirations and positively impact progression.

Want to Learn More About How to Hire and Retain Gen Z Engineers? 

The future of work is evolving, and Gen Z engineers are at the forefront. To fully embrace this generation’s potential, understanding their unique characteristics and providing the right environment for growth and collaboration are essential. 

If you’re ready to dive deeper into these topics (and more!), we invite you to watch our on-demand webinar for valuable insights and strategies. Discover how to align your company culture, recruitment strategies, management practices, and professional development programs with the expectations and preferences of Gen Z engineers. 

[Watch the On-Demand Webinar Now]

Codility is the leading technical hiring platform for companies to test the coding skills of developers and make evidence-based hiring decisions. Codility predicts the real-life skills of candidates at all stages of the hiring process and for more than a decade, has evaluated the problem-solving skills of over 15 million developers and counting.

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