PEOPLE.IDEAS.PERFORMANCE

16 Being energetic and very active, they can work from anywhere, anytime." Such a generation in a company alongside the Y generation brings a closer look to reality, due to its connection to new technologies " explains Andra Armean Dinescu, HR Recruiter at SMART HR (Vasile, 2017) Originality, creativity, adaptability, proactive attitude, independence and self- confidence, the speed at which they learn are the skills that recruiters seek and appreciate for young Z generation. Z Gen wants to be heard, to have freedom of thought and action, thus contributing to the good business. It is a generation that needs argumentation when communicating. Z Gen no longer believes in hierarchs and authoritarian bosses but in equal chances and co-operation. Z generation loves her job because she does what she likes. It resists stress when a stake occurs, making every effort to do things well. Z Gen considers that the team is very important because it can create a positive atmosphere while working. ” The most important are people. We work a lot as a team, and if I were not compatible with the other colleagues, I would have difficulty yielding, I would feel like they were doing everything for obligation. If people are happy, the atmosphere is happy, I'm happy. I found out when I hired to Graffiti. At the previous job each employee saw his job. There was total indifference in those offices. At Graffiti, on the other hand, I saw what it means to laugh, talk, or have dinner with the team. I can not give up all of this, ” says Sabina Iancu, a 21-year-old, PR Assistant @ Graffiti PR (Dumitra, 2018). The new generation of future employees needs independence but also support from bigger generations. They want to respect their personal space, they are not afraid to take it from the end when the result does not satisfy them. Full of ideas, Z Gen wants the best results in the end. Z Gen also want to receive rewards for their results. And this immediately. Transparent and honest. ” As long as I finish my job, I want the same from a future employer (...). I do not like the frivolity, I want to see that you as employer like what you are doing, that you are involved in the company, and ignorance I would not want to exist with the people I work with, ” says in an interview, Andra Semciuc, student, 19 years old (Dumitra, 2018) With a personality still in training, but strong, the Z generation quickly takes decisions to satisfy to them: if they feel disregarded, they leave without looking back. In the new context of labor, when we meet in the same place employees from the different generations face the question: &DQ *HQHUDWLRQV :RUN 7RJHWKHU" &DQ WKH\ 3HUIRUP 7RJHWKHU" If Generation Y has been taught to believe that they can do anything, and has endeavored to have it all, Z generation is a little different. Young Z genes have got everything from the beginning, so now they want to get to the next level. They want to be their own bosses, to make their own rules of the game and their lives and not to work, but to like what they do and to make money from it. Although sometimes young generation Z thinks that employers do not understand their needs, HR professionals are aware of their preferences and try as much as possible to satisfy them. In addition, HR people admit that often young people who do not want to do jobs or do not seem interested in it have this reaction because simply the current labor market does not satisfy them. „ These young people would need more seriousness, a bit of anchoring in reality, and especially a responsibility. But there are young people who can be trained very easily and from which you can achieve exceptional results if they have a good mentor in the initial stage. Generation Z has fantastic potential and great projects can be created if there is a match between the specificity of the candidate in this generation and the personality often tailore d to make it an attractive job,” says Cătălina Surugiu, HR specialist at Tess Industrie, a company specialized in the production of components for the automotive industry (Vasile, 2017).