The term generation Z is the most consensual to describe the population born of 1996 to 2010 and second cohort of digital natives. In Spain more recently the term was coined glass Generation, which appointed born after the year 2000 and put the emphasis on its lower resilience and frustration tolerance. However, this meaning only hide the true characteristics and the challenges facing today's youth to objective conditions of work and vital expectations quite daunting. In order to address the problem of youth occupation in spain from new perspectives of the labour market and the sociology of youth, employs the exploitation of qualitative and quantitative sources, to detect a proactive and self-generation to circumvent the difficulties of their training and employability, and with the ability to make great strides in the company and the territorial imbalance, with their greater social sensitivity, environmental and adapt to a global society and electronic form.

Keywords: Generation Z, youth and Employment, labour Induction, Onboarding, theory And international law, labour Skills, generation of glass.

The generations, as a sociological category, providing perspectives and different skills to the work environment, which can facilitate their dynamics and productivity of the organizations and the economy, by its impact on consumption, public policies and employment. At present coincide in the labour market: five generations ’ s Baby boomers, generation X, Millennials and generation Z. Generational differences can lead to tensions or otherwise good synergies in the teams. Hence the importance of the object of this article, which is to understand the expectations of the generation Z in additives of labour, as well as the trends affecting their education, occupation and the labour market.

Referred to as the Generation of glass to the cohort of young people in the generation Z ( 1995 - 2010 ) born after the year 2000 . A term that arises from a negative perception of young people in quoting its fragility and little resistance to frustration and criticism. However, were also derogatory consolidated generational denominations, such that the Silent Generation ( 1928 and 1945 ) after the great depression and postguerras (in europe and spain), Baby Boom ( 1946 - 1964 ) so-called colloquially Xesenial Boomers, or the Gen X, also known as Gen MTV or Lost Generation ( 1965 - 1980 ).

The Generation Z, it would not be less, so called for corresponding to connect to the letter of the alphabet (Z) with the zombie fashion character through the cinema and literature. However, the sealing of young people ‘ launching ’ after the multiple screens of the house, wandering with Smart in hand to cross the streets or dozing on desk after nights of video games and ‘ scrolling ’, hides another series of positive features, as well as opportunities for women's organizations and the community. Above all, if it puts emphasis on the variables that can be controlled to some extent, such as the educational opportunities or the processes of arrival and socialization (induction and onboarding) in the company, for better alignment between the needs of young people and businesses.

According to Augusto Comte ( 1830 ) founder of the sociology, a generation is defined by share an exact time of change, which balances the stability of the previous one. Dilthey ( 1875 ) as a historian, focusing instead on significant developments that, and Mannheim ( 1952 ) in how. For this author a generation does not create for sharing the date of birth, but that part of the historic process that young people in the same age and social position. It is therefore to the classic a ‘ yes ’, happening in the twentieth century to be the generation as a human group aware of it (for themselves). 1991 , Neil Howe and William Strauss made a new theory generational, whereby each 20 or 25 a new year with traits, habits and identity. With a sense of belonging, shared key historical facts and social trends.

In the twenty-first century, meaning progresses and are no longer both historical facts, such as technological innovation that it is argued as the big change that augurs well for the new generation. The experience with technical innovation is a fundamental aspect, that it should be seen in the definition and that clearly distinguishes, each generation of the preceding and following (Tully, 2007 ): the enjoyment of the radio, the initiation in the “ record spinner ”, the tv, Internet, mobile phone, or the IA, command the memory of successive generations.

At the dawn of the twenty-first century with great sociologist Zigmunt Bauman ( 2007 , 360 ) the concept was considered a term perfomativo, referring to the expressions that create an entity with single post, and may even lead to an action. Because, as Ortega y Gasset explained a century ago in his theory generations ( 1923 ), each generation segment has a moral duty to convey and bequeath the values and customs to the generation successor, because life is a revenant (a resuscitate) and if we forget that simple top the course of events can be either the unpredictable.

The Generation Z is also known as Centennials, to fulfil the years with the century and is the second of digital natives after the Millennials. Both have the particularity of having been the first in history to socialize elders in digital tools for work and leisure (Rubio, 2010 ). Equipped to handle the most diverse forms of communication through the TICs, they have faced great challenges already acted in a forceful and sometimes, with great surprise to experts and the whole of society. For example, in Spain emerging voted en masse in Madrid the 4 may 2021 after the pandemic and 1980 electoral abstention rate of previous generations. A new and unexpected electorate 18 to 29 years, which voted a 53 % to right-wing parties and the 48 % left (GAD 3 , 2021 ), as the trend alteraba traditional youth vote. Or as accessory battalion and reconstruction after the Dana of Valencia , as can be said that the fragility of the glass, as did not think, is its defining characteristic, but neither transparency.

Instead, if they are characteristics of the Gen Z, a lack of attention given their dependence on technology, be more demanding (Gaidhani et al, 2019 ), the absence of social skills and secrecy, product of a childhood between screens. A cohort of age who make up 17 % of the spanish population, with eight million inhabitants.

Other traits that are frequently quoted and for the same reason, is to be. More pragmatic and diverse, appreciates the inclusion and the balance between work and personal life, before the Professional success in the tone of some principles search postmaterialistas emotional well-being, sustainability and social justice (EAE, 2024 ). A pragmatism and interest in the personal development that takes the form of a 90 % to those who are concerned about the treatment of their employers and the company's reputation that recruits, a 40 % who use applications like Glassdoor to subscribe (according to the survey of young people 18 to 30 EAE years october 2024 ).

Digital skills that give rise to some dualización in the labour market by the digital divide in previous generations: youth 20 to 24 years of age has the largest digital skills that the remaining age groups, a 77 per cent of them with skills and an advanced 74 % 16 to 19 years. These skills down to a 48 per cent in persons 35 to 44 two years and a 22 % 55 to 64 years, according to data from the INE ( 2021 ), But also occurs between the digital divide 30 % that of compulsory secondary students, and 85 per cent of university students.

Moreover, in a world of high ecological and economic uncertainties, stresses its presentismo, more acute and evasive than any other generation recently in its youth, and therefore very unwilling to plan and look forward to a future peer that his/her father, which has been announced for several decades. Stands out for a strong guidance to the collaboration and teamwork (Maioli, 2016 ) and your impatience executive makes you more than the previous Gene And.

Although unemployment and precariousness is a problem common to both generations, the difference between the generation and regards the generation Z, is that the first in Spain grew with families in the previously employed both spouses, was born Ni-Ni wordings, for which there were studying, or work under this umbrella ‘ family ’ and the welfare state. While the Gen Z, has been disseminated by the generation X, which impacted unemployment in one or more parents with the crisis 1993 and 2008 ; and that they have also suffered the COVID coming of age. Well yet Centennials has been rated “ Sisi generation ”, because it wishes to work and study, despite the difficulties that must take swift, finding housing and skilled jobs.

This is evidenced by the activity rate of young people, 30 years, which increased in the third quarter of 2024 a 56 , 29 % (EPA, 2025 ) and almost 30 per cent of children 25 years, glass or gene in africa 123 . 700 and reaching 1 . 422 . 900 jobs, which reveals a generation that works when it can, and although these figures relate to the summer holidays and the rise of the hotel and tourism, increases in 0 , 60 percentage points below the previous year., Ñl, -

An attitude, therefore, the passivity, silence and introspection, which can be understood more as a symptom of helplessness learned to the high complexity of the environment, which by fragility. This is despite the information and high capacity to achieve this, which is bound to lead to this generation to a certain arrogance, towards greater centrality to leisure and to be ‘ life ’, rather than the formal education, which does not resign (with 1 . 722 . 247 young people in university education at present). Although it should be made clear that spain also has one of the rates of dropout higher studies, 13 , 7 %, it is only surpassed by Romania (EUROSTAT, 2024 ). All of the above-mentioned Aspects, which have fostered a high propensity for migrants, and surveys of EAE de 2024 in an encrypted 64 % young people who have left your city to work (the 40 % for work and 24 % by the parent). A emigration has been increasing at international level (with a 12 per cent of young people who migrated in the year 2021 according to data from the INE), but that has been less at the interregional level, with a particular focus on peripheral Areas of the peninsula and in the Capital, especially youth 25 to 39 years and from communities with higher unemployment (according to INE data 2023 ), to contribute to increasing the depopulation of the regions of the interior and territorial imbalances (Rubio-Gil, 2018 ).

Mutually endemic problems of the spanish labour market, as is the ageing labour force, problems of generational replacement in the field, and the promotion through labour mobility and not the retention of talent in populations. When clear to the motivations and needs of youth (housing, precarious employment, quality of life) and of the territory, both interests can be reconciled.

Beyond the debate on when to be moving from one generation to another, it is proved that, in principle these were more protracted and over time have been sequenced, as did the social changes. In turn each generation has had a vision of the economy and access to the labour market, that there are probably influenced both or more in their conception that technology. And whether the Silent war Gene savings and hard work was important, of the 80 they were discussing ‘ between pasotismo ’ and yuppismo or qualified Millennials did so with ‘ the ninismo ’ and the international career. Similarly the work environment and the expectations of the GenZ give us a very valuable information, to understand their needs and the mechanisms that must be put in place for the adjustment between these and employment, and in this respect there is room for optimism, in both its capacity for structural change, the services sector to knowledge and information society; what was the Gen of 50 to access to industry, or 70 the services Sector.

What it has changed for the younger generation is its relationship with the labour market, in line with the transitional theory, according to which the trajectories are industrial labour discontinuous and vary throughout the life of every individual. This means that people keep their working life not as a goal that is done in time, but as a series of transitions between the various options for mobility to circumvent the risk: 1 . Between education and employment (practices or successive scholarships, training, etc.), 2 . Transitions between different situations in terms of employment (permanent, temporary, part-time, etc.) 3 . Transitions between unemployment and employment. 4 . Transitions between private or domestic chores (upbringing, care for parents, household maintenance, etc.) and employment, 5 . Transitions between employment and retirement (full, partial, bridge, voluntary work, freelance) that allow individuals to adapt in a more flexible and progressive withdrawal, keeping a better balance between work and family life.

A perspective the GenZ undergoing, and that even putting at value, finding the opportunity at the threat posed by the employment efimeridad. By Günther Schmid and Bernard Gazier ( 2002 ) in his book the dynamics of full employment: social integration through transitional labour markets, and explore the way in which such labour markets are designed to help people move between different forms of employment and other productive activities (and reproductive roles), thus promoting social integration and reducing unemployment.

Their work emphasizes the importance of creating labour market policies and flexible support that can adapt to changing needs of the labour force. And it is an interesting approach to address the persistent unemployment and ensure that all persons have the opportunity to participate in the societies in redevelopment has been taking a ‘ standard employment contract ’, which breaks with the theories of the segmentation of the conditions of work of the workforce (Doeringer Piore and, 1971 Piore,; 1983 ) or Dual markets with a primary market secondary hegemonic, working with groups of people weakest socially and politically on the uncertainty in the workplace (Doeringer Piore and, 1993 ) and which encompassed more young people. To reach a single market, focused on the experience of our existence and diverse in the life course; under the maximum to keep employment at critical stages. And that can be analysed through longitudinal studies and multidisciplinary methods such as ‘ the stories of life '.

In general, we are looking for a satisfactory balance between flexibility and security and freedom, stability possible change in advanced capitalism, with a labour market, and institutionalized with what is achieved a flexicurity. Attractive to some extent for youth, with new targets such as the international development, have time to qualification or try other careers, volunteering, tourism or alternate stages of intense with other savings of rest or enterprise.

As a whole an extension of the hiperindividualismo (Lipovetsky, 2002 ), which is chaired by the social life in the twenty-first century and that permeabiliza relations in the domestic sphere and labour matters: work in remote or hybrid it is more accepted by employees and for greater autonomy, individualization of labour relations and working conditions (Lope, 2014 ). Shifts the focus of the office performance ‘ in ’ to individual responsibility on the productivity and continuous training mandatory online.

There is a movement of jobs, which lead to structural unemployment in this era and emerging jobs in new fields of business, hoping to 2027 the 23 % of jobs with change, 69 millions of new roles and accomplishments 83 millions of existing posts moves dos (World Economic Forum, 2025 ). All that emphasizes the need for a generation capable of adapting through innovation, and collaboration against individualism, which as recognized in its Lipovetsky Was Empty, has transformed the social relations, indifference and apathy narcissism.

Standing in the Sociology of youth in Spain, the concern about the large size of the educational system and the coexistence of high rates of school population (González-anlero, 1999 Elzo,; 1999 , 164 ) with high rates of youth unemployment. A dynamic that pulls the youth of the world of work and contributes to integrating them more in the area of consumption (Martín Serrano-Velarde 2000 , 250 ), And not as a refuge of limited access to employment, when most of the foreign population was under occupation (the 81 , 4 % according to data bank of spain 2024 ), but as a deliberate effort by the youth have access to primary market with better conditions, while the stages of education continues to live together with the pairs with the economic and emotional support of the family.

However, When students explore and experience the world of work can achieve better results in their jobs as a young adults. This is the main conclusion of the report How youth explore, experience and think about their future: A new look at effective career guidance, released recently by the organization for economic cooperation and development (OECD). The experience of working that students can acquire the 15 years have had a positive impact on its future work, affirms the OECD and reflected in the results of a longitudinal study conducted in the united kingdom, which found that adolescents have been paid to the 16 years earned 6 % more 25 that their colleagues who had not worked. These can be 1 . Part-time work, 2 Professional practices or. 3 . Volunteer activities in the community.

This recommendation is even more interesting between GenZ, that does not assess the study, have difficulty concentrating and needs to understand the applicability and results of what you're learning. Even more so when the proportion of students “ go straight from school to unemployment is higher than in the Oecd, with a rate of unemployment 35 per cent for recent graduates and is higher than the average of between young people 15 and 29 years who neither work nor study, or receive training ” (Caldera and Rodríguez, 2024 : 209 ).

Following the report Talks of the Youth EADA Business School worldwide among young people between 15 to 29 years 2023 in the Spain underlines the fact 1 % and final position of ‘ research ’ of the most valued. However, ‘ Social ’, ‘ stability ’ and ‘ Career progression and development ’ encuentranen.

Thus, when analysing the wishes of the spanish youth, is the ‘ personal happiness ’ response who obtains the highest score to a 29 %, and the penultimate a 1 % response ‘ a better world ', the context of postmaterialista individualism of the early decades of XXI. Counting third with Stability in the “ Life ”, positions that mean the high valuation of stability in employment and all other areas of young people in spain, beyond the vital transitions. With a high assessment of the professional career, although very little of studies, derived certainly your profile and self-digital little taste for formal training and addressed, but not by the experience and interactive learning. That Contents on the importance of active methods in the classroom.

Evidence of the foregoing, it is the lack of interest by the ‘ Personal Success ’ in their lives with a 4 per cent response rate, compared to 21 per cent of young people globally. Finally, when this study asked about ‘ What collective challenges be addressed in order to build the future that i ’, 39 % of spain and the 69 per cent of the european environment replied that ‘ The Environmental Problems ’, ‘ discrimination and inequalities 25 % ’ and ‘ economic problems ’ 15 Per cent, while the labour market is only covered by a 5 %, which confirms a constant criticism of youth, not so much to the absence of work, as the mechanisms of the labour market as a social institution, impeding access, in terms meritocráticos and right to personal development.

When queried by 3 main reasons for work (GenZ EAE, 2024 ) almost 80 % respond that your hobbies in first option, a 60 % for autorrealizarse and 43 % to be happy with what it does. That is, the work seen more as a tool to finance the lifestyle that for self-realisation.

With regard to the evolution of gpa offered in Spain, they show a clear mismatch between the preferences of youth and market demand, declining the range of academic studies in universities of your choice. According to the study of The CYD Foundation has published the report Of the employability of young people in Spain 2024 : How is the bringing of university graduates, the change from the supply of places in degrees had decreased over the Past seven years have been, 6 , 30 Per cent of agriculture, livestock, forestry, pecas and veterinary office, which as we have seen, have great predilection in generation Z, of justice 28 Per cent, education has decreased by 5 , 45 %, Business and administration 3 , 72 % with an increased demand for students who had grown 8 , 66 % and engineering, industry and construction with a demand for preinscritos in first option that grows a 30 %, its supply drops one 3 %. Health and social services is increased only 8 % 52 %, and computer preinscritos a 19 % with an increase of 42 % of preinscritos.

Subfields highest decrease the minister of tourism and hotels, still with a - 8 % further fall of places offered has been, but also further with a preinscritos 36 , 38 %. A departure from the youth consistent with the largest number of temporary jobs in this sector, but not with the opportunities for expansion and new occupations for highly qualified and well paid, when we know less.

With the foregoing, no needless to say that if the transitional model is best suited to the characteristics and expectations of the generation Z, these transitions are often not an option, but the result of the end of the model casi-plena earning employment to which it gave rise to the welfare state, with the large increase in productivity, the use of technology in production and consumption that activation retroalimentaba a high occupancy. So the Generation Z can accommodate higher expectations of future, whether as Torres-peñalva et al ( 2025 ) in both knowledge and technological skills make a difference in wages which can be achieved in all sectors of the spanish labour market. And with its study places special emphasis on tourism, being a major factor of growth in the spanish economy in the period 2020 - 2024 .

These premises are in line with the World Economic Forum ( 2023 ) which confirms the high impact of technology and indicates that the greatest impact on job creation throughout the world will be linked to sustainability, technology and digitalisation, with an increase in demand for professional digital trade, but also of education and agriculture - which contrasts with the largest reductions of plaza s académicas- (Rubio-Gil et al, 2022 ), and with a need for all professionals because six of every 10 should receive a higher qualification before 2027 . At the moment in spain, and turning to the study, the CYD 62 , 43 per cent of total graduates has an open-ended contract to 4 years to complete their education. 69 , 80 % of men and 57 , 65 per cent of women, emphasizing in that order graduates in Computer Science, engineering, industry and construction.

Figures as those of unemployment continued to question the vital transitions of the generation, such as the study or to work, such as employment savings entrepreneurship or care for children with the assistance of the wages of the spouse or reconciling employment with the upbringing or occupational training. 2022 the proportion of people who worked part-time was involuntary 40 %, one of the highest in the Oecd. Fortunately, after the reform of labour 2021 the number of temporary contracts and a very short duration, which particularly affect young people and women, have fallen significantly.

Moreover, the labour market entry for graduates in FP reflects very positive data: 36 , 9 per cent of those who have completed their training were employed in less than three months, and 22 , 1 % made between three and six months. Usually because they have further adjustment between the skills of graduates and businesses. And although the FP is increasingly valued by the spanish youth, this does not agree that it has received sufficient information on this formative option ( 1 each 3 ), according to the Perception of young people in vocational training in Spain (Centro Reina sofia and Gestamp Foundation). A very important, especially in the light of the implementation of the new FP Dual vedanta, a system that enables students to combine training in the educational institution with placements from the first year of the formative cycle and to facilitate the transition to employment. Students vec while studying and the programme are in addition, in addition, modules of digitization, sustainability and entrepreneurship. Another way is the accreditation of professional skills, which allows work experience validated by a title of FP.

The creative ability and for innovation is remarkable in the GenZ and example is that, in 2023 six out of 10 recent initiatives (TEA) led by young entrepreneurs (between 18 and 24 years) in Spain, launched new products to the market, and one in two innovated in business processes. This percentage is significantly higher than in the previous year, declining to increasing the age of entrepreneurs (GEM, 24 ). Its rate of enterprise, by contrast, is lower than that of the european union, with a 6 per cent, compared to 9 % for this age range, according to respond due to lack of knowledge and financial resources (GEM, 2022 - 2023 ). The number of autonomous 16 to 30 years of age has dropped invariably for 10 years ago, as a point higher than that of women ( 8 and 7 , 7 per cent) respectively, of the LIMITS 2024 .
Socialization and digital skills, has led to immediacy and impatience to centennials typically wary of the postponement of objectives and rewards, want everything quickly and effortlessly. But, however, greater skills to work and undertake soliden or at international level; in fact, they are younger entrepreneurs who lead the process of internationalization, with four out of ten aged 18 and 24 years among the leading initiatives with that guidance. A percentage which gradually decreases with age, while “ the expectations of digital technologies are greater among entrepreneurs aged 25 and 44 years, especially at the beginning of the entrepreneurial process ” (GEM, 23 - 24 : 97 ).

And it is the very Generation Z aware of the environment and thanks to its zeal to learn, which directly habitually opts and manage their careers in the light of the increases projected occupational, unlike previous generations with expectations better aligned with the projects or family councils. So, the relationship between the occupations more sought after by the market and the qualifications they elect are in line, for example, if we compare table 1 of university qualifications sued, with the board 2 , where the maximum occupational demand is located in health care and STEM (science, technology, engineering and Mathematics).

Offers educational programmes, racing STEAM, structural change, demand, and that it is only logical that should be covered by the public and private supply and at all levels. Because the need for continuous training in skills and competencies (Stoyanov. Et al, 2010 and Redecker et al. 2013 ) continues to be confirmed, and taking account of different clusters of qualification that should be considered throughout professional life. A new environment for the qualification that describes new opportunities for youth employability: formal/informal, professional organizations, training guide in the company, occupational, educational resources in open, qualifications accreditation, educational opportunities on a global scale and in real time, etc.

As regards occupations for operator level with the greatest demand fit to emphasize, in particular those of the service sector.

Meanwhile, the training needs more sought after by companies 2024 include a variety of technical and professional competences, where the most relevant fields are:

These Areas reflect the need to adapt to a labour market in constant evolution, where the digitization, languages and sustainability play a crucial role.
With regard to the most highly demanded core competencies in spain 2024 include a combination of soft skills and techniques that are essential in almost any sector. According To the public employment service Estatal (SEPE), the core competencies are most valued: effective communication, teamwork, adaptability, troubleshooting, time management, critical thinking, digital competence, creativity, leadership and professional ethics. Skills is a key to success in the working environment current and future.

According to data from oecd countries, 22 % of spanish workers has more education which would be required by their jobs (overqualification), only surpassed by the united kingdom, Australia, ireland, and Estonia. Moreover, according to the study of the Education and society, spain is the country where a higher proportion of workers (the 17 %) are more skills that were needed for the post (over-skilled) only surpassed by Austria (Ramos, 2017 ).

In line with these data are high satisfaction of those employers with training of university graduates, except in languages, in a disgruntled 60 %; and being on the whole problem, the mismatch between the number of places that offer the educational system and the demands of the company due to rapid technological developments and the labour market (for example, after the pandemic). Any resulting in high precariousness and youth unemployment (Ramos, 2017 ; Marín Tapia, 2022 Caldera Rodríguez,; 2024 ). With a rate of youth unemployment of 20 , 85 % for children 30 years 2 , 89 % for children 25 years, according to data from the Encuesta de población Activa (INE).

With regard to the undertaking, the studies conducted in recent years, he stressed the need for soft skills (white, 2013 ), Effective communication, teamwork and capacity for conflict resolution are skills that many employers identified as key management skills and leadership: the ability to manage projects and equipments in an efficient is another area where businesses view room for improvement and Ortiz and Olaz ( 2015 ), the resilience to address obstacles. Moreover, population ageing and institutional measures for youth employment and the economic cycle, have pushed the prospects for young people are brighter.

A major decline in GenCristal of intend to undertake the 18 % 2022 to 11 % 2023 , and an increase of 4 points of the recent entrepreneurs (TEA) of young people 25 to 34 years. The percentage of young entrepreneurs has increased in this period to one point, and has also missed a point neglect, which could be revealing the entry into the activity of young graduates of Glass. That is, in line with the statement of the study of Adecco 2015 as the GenZ with a great sense of confidence about its projection professional and preference for entrepreneurship before conform to standards.

According to the report of the Global Entrepreneurship Monitor (GEM) 2022 - 23 (Calvo et al, 2023 ) seven out of 10 recent entrepreneurs (TEA) have more than 35 years and six out of ten potential entrepreneurs also exceed this age, which ensures a more entrepreneurial profile aged in spain than in the countries around it in the coming years. About factors that drivers of entrepreneurship are highly variable to be the most common: social and cultural norms and education (believes a 8 %), this last answer, key to explaining the creation of enterprises.

In the past three years has been worsening the assessment made by experts on a scale Likert of 0 to 10 (to be 10 the maximum assessment) of the conditions of the environment for entrepreneurs. However, in 2023 experts have improved their assessment of infrastructure, business, social support government and corporate social responsibility programmes new and growing, entrepreneurial education school post, the government's support for the enterprise and the ease of access to funding. But worsens their assessment of the education enterprise in education, government policies that reduce bureaucracy, fiscal pressure or social and cultural norms of support for the undertaking ( 2024 : 29 ).

The documentary analysis and our work in the field suggest the need for a comprehensive intervention which would address both the educational opportunities, such as public policies that strengthen investment in the adjustment of competences between the educational system and the labour market, in the brokering systems and support young people in their transition to the labour market, with proven: dual vocational training, retraining programmes and training monitoring digital entrepreneurship, for example in nurseries with guardians and professionals, non-labour practices, and political sanctions such as tax incentives for youth.

The first youth employment is shown that a number of behavioural patterns, values and attitudes towards work. And in this process of socialization in the organizations establishes and defines the lives of individuals in society (Rubio-Gil, 2006 Argyris,; 1990 ; Schein, 1980 ). Edgar H. Schein defines this as ‘ the process of the both within the company, adapt, but also for the indoctrination and training, which shows what is important, and that they are expected for newcomer ( 1999 ). The process by which it acquired knowledge and skills that the individual's capacity to play the role expected.

Stages for this adjustment are: 1 . The advanced socialization that vocation, company information and generate expectations, 2 . The meeting through the first contact and the phase of the selection and recruitment, 3 . Change and acquisition, which is the domain of the tasks and capacity for conflict resolution of roles and 4 . the mutual acceptance, in adopting the organizational culture, understood as a set of meanings and values of the members and the recent arrival is integrated.

These include management styles and ’ psychological contract ’, which Chris Argyris in 1960 he described as perceptions of both sides of the employment relationship (employers and individual) on the obligations implicit in this connection. Are mutual expectations, covering a wide variety of aspects that are not always written in a formal contract, but may influence the motivation, satisfaction and commitment. Are job responsibilities, rewards, opportunities for development, appropriate behavioural patterns or on fair treatment.

If beliefs and perceptions of both sides are aligned and fulfilled, the contract will be strengthened and promote a positive working environment. In turn, a good match between the employee's values and of the organization increases confidence cognitive and emotional education in the company between GenZ (Leung et al, 2021 ). Otherwise grow mistrust of employers to affect the commitment of staff (Guest, 1998 ; Herrera and Heras, 2020 ).

There are different models of ‘ psychological contract ’ and for assessment, as has studied and published Carlos Alcover ( 2002 ) and Juan Herrera ( 2020 ), for organizations to manage efficiently this type of contract, taking into account age and cultural aspects that can influence these expectations. In particular with the GenZ, digital natives, but, according to (Waworuntu et al, 2022 ) tend to be more idealistic that the previous generation in their search for employment and professional growth.

However, training for the time when access to employment and the trial period is ‘ a pending issue ’, distances and address potential conflicts between the expectations of our young people and what they expected the company. In particular when the ‘ generation gap ’ is greater. According To Gaidhani et al ( 2019 ), the generation Z has priorities and patterns of conduct different from previous generations in the labour market as: build several careers, have several simultaneously, balancing work and home office, with flexible, create your own documents, databases, to use the web for research. However, how to retain them is closely linked to the work environment and the relationships that are to develop, with a need for constant feedback, to maintain personal life and feel comfortable.

This is known as the emotional and whose Wage pay get companies to achieve greater retention of talent, productivity and job satisfaction. intangible Benefits and non-monetary phenomena that a company offer their employees in addition to the monthly salary: good climate be valued, career opportunities, flexibility and conciliation with the personal life, culture and related business values. In turn the emotional awareness and sensitivity to help them defend their mental health and to connect with their equals, but the complainant and the critique can burdensome for those responsible.

Moreover, there are a number of specific features of the generation that surprise Z in organizations (Rubio and Sanagustín, 2019 ). Firstly, there are negative changes affecting the assimilation of content and occupational training: with loss of interest in knowledge and saving (everything is in Google or the IA a ubiquitous and in real time). Differences in proceeding at work, from the point of view, executive and cognitive process character, especially by distraction or difficulty in maintaining international attention.

Above all, with regard to the communication, the use of different channels and style that previous generations, for example, with mensajeado too informal with short texts and abbreviations, rather than by mail or telephone. The need for feedback on its work for not desmotivarse, and lack of interest to be seen whether they fully understand your words. Not respecting schedules to communicate and informality are other bad practices which are often more criticized by managers and teachers, write or send reports for review at all hours, holidays or weekends and expect immediate response. Or ghosting ’, ‘ disappearing, not excusando his absence to an appointment or not answering those responsible to the phone when they feel like ‘ pay up ’, not even be the first day of work. In the line of his little training in social skills.

Karina Ochis ( 2024 ), in his article “ generation Z and ‘ silent waiver ’: rethinking the incorporation in an era of disconnection of employees, for the Multidisciplinary Business Review, considers that, in order to prevent youth disconnect emotionally ‘ work ’ (in terms of Khan, classic 1990 ) it is necessary to enterprises to have systems integration cohesive. Discover the GenZ inspired referents of social networks if this decommissioning and also influence her classmates and thus to the greatest job. To avoid this Ochis recommends expediting the process of incorporation (during the meeting), which often occurs fatigue and disillusionment, and spread of participation (following acceptance) increased enthusiasm, and to ensure its commitment.

Silent waiver is the current term that defines fail to fully commit to the work and to do the right to meet the requirements of the description of this as Mahand and Caldwell ( 2023 ), a result of the absence of leadership and policy recognition, and not attributable to the particular GenZ. But the conditions that give rise to war, such that insecurity and lack of opportunities for development.

The “ professional catfishing ” in the context of human resources, it is precisely the act to escape without prior notice after being recruited or simply does not appear at the date of entry. About one third ( 34 %) of the generation Z is choosing to this trend, according to a survey to 1 . 000 united kingdom employees carried out by the site of professional CV Genius. A fact that, in the work of fields have and qualitative techniques for this research (Rubio-Gil and González-arnedo, 2024 ), it has been established as a result of the ‘ disillusionment ’ after endless phases of recruitment, selection, and contract terms assumed and not to address the Non-admission. But also, in some cases the timidity, or ‘ fattening ’ the CV, the merits of the website or presented as who are not (in the style of the quotes); even for revenge against the bad practices. The Latter, between managers can be realized, for example, by the large number of dismissals that had not been for the exit interview of the company (the 25 % according to the study of EAE, 2024 ).

In general the adjustment between expectations forged by youth and experience in the process of selection, induction and onboarding is fundamental to its durability and performance. The induction process of incorporation as often include 1 day 3 weeks (Ulloa et al, 2022 ) days and consists of familiarity with the company, its policies, culture and basic procedures. With presentations, tours through the facilities and the delivery of essential information. And onboarding, which must be at least programmes 2 months (Ulloa et al, 2022 ) and is a process that encompasses the induction and in addition, the integration of the new employee on your computer, the allocation of a mentor, specific training for the position and continued follow-up to ensure that the person that has just reached us feel comfortable and productive in his new role.

The importance of the latter process is such that, 60 per cent of employers, according to a study of IBM Institute for Business Value (IBV), lost friends of the GenZ within a few months of being recruited, which confirms the importance of assisting tools for adaptation as coaching, follow-up reviews or evaluations of satisfaction, even before that, in order to optimize the experience of candidates and retain talent.

Increased flexibility to reconcile work and private life minimizes the interest in leaving the organization of the generation Z. Many of those who are leaving the work he or she would return to it (in a 80 % according to the study EAE, 2024 ) if they had an interview in its exit; why they want and fire with the same courtesy. This, furthermore, it reinforces the corporate reputation. Lastly, his satisfaction with their work is based on a respectful leadership to provide emotional support (Suslova and Holopainen, 2019 ), development of skills and competences, and the performance of an interesting and valuable work (Nabahani and Riyanto, 2020 ).

That is why the induction process for the generation Z, it is advisable to take place under parameters of the cooperative model organizational socialization, through an adjustment based on the interactive participation (Rubio-Gil, 2006 ). They can rely on the emotional support and positive feedback that requires the GenZ and equipment to yours with regard to digital skills, linguistic, internationalization and intercultural relations.

For easy insertion of the generation Z in the workplace and create an environment more dynamic and adaptable.

It is proposed to the revaluation of soft and emotional skills: emotional intelligence, conflict resolution and empathy, to preserve team work, the climate and a focus on customers and their needs. In other words, we are certain guarantees of explicit psychological contract, to gain the confidence of youth but also understand that this commitment to that confidence is crucial.

Organizations were today with the most heterogeneous generations of history. In Addition, various studies indicate that Generation Z is more educated and more productive than the previous (Addor, 2011 ), all in a context of high youth unemployment rates ( 20 , 8 and 26 , 8 per cent of children 25 years of Glass or gene in spain) and a poor supply of educational and occupational (oecd, 2023 ). To know the strengths and new strategies for the generation Z in the labour market can contribute to improving the employability and alignment with the expectations of companies, with the assistance of the improvement of intermediation facility and induction of labour, with a young business network management with pressures still focused on the timing of the human resources - which has passed to the most young people - and not on the retention of talent.

One of these is to have their ability to learn digitally and globally, despite the strenuous fatigue recruitment, selection and induction in businesses, which can sustain mistrust and gripped some defencelessness of youth from family contexts and in the formal education very protectionist. And if the youth who are not studying, nor does it want work needs incentives, youth if you want to work and study requires support, to travel and collate the educational system and employment.

All these reasons, which should be more efficiently, the processes in the templates (onboarding systematic and adapted to their needs and expectations), take into account its planning, the treatment of candidates (revision of the experience of candidates to ensure maximum satisfaction with the process) and greater confidence in the skills, expectations and positive values of youth.
The generation of Centennials has demonstrated its wish to say, to act and to contribute to improving the expectations of a labour market it metes out worse conditions younger people. And despite knowing that their quality of life is worse than previous generations, employ their digital skills and knowledge of other languages, their preferences on training and skills to build a more encouraging picture and more meaning. So, when choosing a career and undertake focus on women more demanded and fully absorbed within the Green economy of care or Areas such as innovation, digitization and internationalization of enterprises.

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