Case 1: In 2016, Ravi was a college dropout, and his decision to drop out was not intentional but rather circumstantial. He lost both his parents, and he was forced to be the sole bread runner of the family. A sharp mind, passionate about coding, realizing his potential, and disregarding his academic accolades, we offered him a role as a Jr UI/UX developer, but the guy operated at a pace even his contemporary seniors couldn’t. Within a year of starting off as a basic HTML developer, he got a command over Angular and Typescript, and today, he is a brilliant React developer. In his free time, he worked on POCs, excelled in his craft, impressed the customers, and on his merit, took a promotion to be a tech lead and is managing the Center of Excellence.
Case 2: Ritika, a 24-year-old with a computer diploma, had only 2.5 years of experience but a long list of technologies in her resume. In the interview, the panel thought this could be just another flashy resume that flaunts all the possible stacks, but as the interview progressed, the panel was awestruck as she was totally up to speed with the latest technologies – she was one of those young achievers. As the legend goes, luck favors those who help themselves; she was fortunate to have worked with an IOT-based project in the early run of her career, and with her passion for technologies, she not only brushed up what she knew, she made herself available in the areas which were a ‘discomfort zone’ and picked the nuances of working with AWS cloud technologies and Raspberry Pi. A fresh-out-of-college software developer who has just started working for a company, is now part of our team working on next-gen technologies, using chatbots and AI, and is one of the shiniest members of the team.
She may seem inexperienced and naive, but as the project progresses, she quickly proves herself to be a valuable asset to the team. Her colleagues are a mix of veteran developers who have been in the industry for a few years to more than a decade – she knows that she is the youngest in the team and wants to prove that she has what it takes to be here.
This scenario is becoming increasingly common as the newest generation of tech talent, Gen Z, enters the workforce. They are a unique employable bunch with a different set of characteristics and strengths compared to their veteran peers – Millennials and Gen X. Whilst veteran developers bring years of industry experience, stability, and knowledge to the table, the Gen Z developers bring innovation, flexibility, and a desire to learn.
As an IT recruiter or business owner, it’s essential for you to understand the advantages and disadvantages of both groups while making hiring decisions for your IT projects. In this article, we will explore the weaknesses and strengths of both Gen Z and veteran developers so that you acquire a better understanding of which group may be best suited for different roles or IT projects and how to make informed recruitment decisions while you hire dedicated IT teams for driving successful projects!
As the newest generation of tech talent, Gen Z developers bring unique characteristics and strengths to the workforce. Here are some advantages of hiring Gen Z developers that make them attractive to companies:
● Fresh Perspectives and Innovative Ideas: Gen Z developers have grown up in a world that is highly connected, digital, and constantly changing. This has given them a fresh perspective on technology and how it can be used to solve business problems. They are not limited by traditional ways of thinking and are more likely to come up with innovative ideas that can help companies stay ahead of the competition.
● Willingness to Learn Quickly: They are highly motivated to learn and grow in their careers. They are eager to acquire new skills and knowledge and can quickly adapt to new technologies. They have grown up with technology and have a natural aptitude for it, which allows them to learn quickly and stay up-to-date with the latest trends.
● Tech Savviness and Adaptability: They’re also very tech-savvy and have a deep understanding of digital technologies. They are comfortable working with various platforms, tools, and programming languages. They are also adaptable to change and can easily switch between different technologies and platforms.
● Eager to Embrace New Technologies: Gen Z developers are always on the lookout for the latest and greatest technologies. New things aren’t foreign to them, and they don’t hesitate to experiment. They keep finding more ways to improve their skillsets and stay ahead of the curve. This eagerness to embrace new technologies can be a significant advantage for companies that want to stay at the forefront of innovation.
● Cost-Effective for Startups and Small Businesses: They’re often more affordable to hire than their veteran counterparts. They are just starting their careers and are willing to work for lower salaries to gain experience and build their skills. This makes them an excellent choice for startups and small businesses that may have limited budgets.
While Gen Z developers bring many advantages to the table, veteran developers also have valuable skills and characteristics that can benefit IT projects. Here are some advantages of hiring veteran developers:
● Experience and Expertise: Veteran developers have years of experience in the industry and have likely worked on a variety of projects. They have a deep understanding of the technologies they work with and can apply their knowledge to solve complex problems.
● Unique Perspective and Diverse Skill Set: They bring a unique perspective to IT projects that can be invaluable. They have seen trends come and go and have a better understanding of what works and what doesn’t. They also have a diverse skill set that allows them to contribute to different aspects of a project.
● Stability: These developers are often more stable than their younger counterparts. They have established careers and are less likely to switch jobs frequently. This can be beneficial for companies that need a stable team to work on long-term projects with.
● Mentorship and Guidance: They’re also capable of providing mentorship and guidance to younger developers and can really help them develop their skills and knowledge and provide valuable feedback on their work.
● Efficient and Effective Problem-Solving: Veteran developers also possess a deep understanding of the technologies they work with, allowing them to solve complex problems more efficiently and effectively. This can save time and money for companies that are working on tight budgets.
When it comes to hiring skilled developers, many companies face the question of whether to bring on smart Gen Z developers or veteran developers. Both groups have their unique strengths, and selecting the right group depends on the nature of the IT project.
Now that we have gone through all the benefits each of these groups brings to the table as a possible hire, you must be thinking, “Which group would really help me” – right?
And the confusion is understandable, given that Gen Z developers are tech-savvy individuals who grew up with technology and are familiar with the latest trends and tools VS. veteran developers that can bring a wealth of experience to the table after being in the industry for a longer time, have a deep understanding of software development, and have worked on several complex projects.
But the answer can be simple:
To determine which group may be a better fit, companies must evaluate their project needs, timeline, budget, and culture. Companies should consider the project’s scope, the technologies needed, the size of the team, and the deadline. For example, if the project is complex and has a longer development timeline, veteran developers may be the better choice, but if the project requires cutting-edge technology and needs to be delivered quickly, Gen Z developers might be your best choice here!
Creating a balanced IT team that leverages the strengths of both Gen Z and veteran developers should be considered necessary for success, as a balanced team can promote collaboration and teamwork and lead to better communication and faster development cycles.
Combining the strengths of Gen Z and veteran developers could lead you to more innovative and stronger solutions where your Gen Z developers bring a fresh perspective and a willingness to experiment, and the veteran developers offer the needed experience and wisdom.
Besides, a diverse team brings a variety of experiences, viewpoints, and skill sets to the table. It promotes creativity and innovation while avoiding consensus thinking . A diverse team is more adaptable and can handle unexpected challenges more effectively.
If done the right way, this combination can lead to optimal results and solutions that balance innovation with practicality.
When it comes to hiring, companies need to assess their specific project needs, timeline, budget, and culture to determine whether smart Gen Z developers or veteran developers would be the best fit because, ultimately, the success of any IT project largely depends on having the right team of developers.
However, the most optimal approach can be creating a diverse and balanced IT team that leverages the strengths of both groups by combining the fresh perspectives and technological savviness of Gen Z developers with the experience and knowledge of veteran developers. This can ensure companies achieve optimal results and foster greater teamwork and collaboration.
At BorderlessMind, we understand the importance of building a strong and balanced IT team and help businesses recruit vetted fresh and experienced IT talent to meet their immediate and long-term requirements. Contact us today to learn how we can help you build a diverse and successful IT team that drives business growth.