If you still believe millennials are the new kids on the job market, you’re not alone. It can be easy to feel as though the youngest members of the workforce are the millennials that are oft-discussed and seldom praised—but that’s no longer true. Millennials were born between 1981 and 1995, making the youngest millennials 23 years old.

Today’s freshest faces in the workplace are members of Generation Z, born from 1996 to the present, making the oldest members 22-years-old. While they might be the generation immediately following the millennials, it’s important to recognize that they are very different from their millennial siblings and Generation X parents. Generation Z has perks, quirks and challenges that companies need to anticipate and adapt to in order to grow the best possible workforce.

The Perks

As a whole, Generation Z prioritizes company loyalty and is looking for a workplace they can grow with for many years. After watching their parents and older siblings struggle through the Great Recession and its layoffs, the popped housing bubble and mounting debts, they recognize the importance of a steady job and a company that will reward them for their loyalty.

While the oldest members have not been a part of the construction workforce for more than five years, it’s important to begin to think of the long term with these new workers. Construction business leaders need to determine whether their companies have clearly-defined career paths from the bottom up. Do their benefits stack up against their competitors’? What do their insurance policies look like? Leaders need to know the answers to these questions; if they’re not sure, a quick survey among the youngest employees should help clear things up.

The Quirks

Gen Z-ers are much more likely than the previous generation to enter the workforce immediately after finishing high school. This is great news for the construction industry, as they may be part of the solution to the growing talent shortage. If a company doesn’t already have an apprenticeship program or a plethora of development opportunities, it needs to start creating one to avoid missing out on the hardworking, bright new workers that are beginning to flood the construction workforce. Gen Z responds to career paths and development opportunities so they don’t fall into the same debt that they watched their family members fall into. By offering the opportunity for a career—not just a job—business owners can make their construction companies more attractive to the new generation.

Be prepared for an employee base with a short attention span. Gen Z boasts the shortest yet, at only eight seconds. While this might seem like a negative attribute, it’s actually positive because these fresh faces are processing powerhouses, used to digesting huge volumes of information in record time. Don’t be afraid to assign Gen Z employees difficult or technical tasks, as they will be able to complete those tasks quickly and well. Because they grew up with technology, they are prime candidates to spearhead initiatives with new technology.

The Challenges

One of the biggest challenges companies face with Generation Z is their expectations of communication. While they are the most tech-savvy generation, Gen Z-ers differ from millennials because they prefer a phone call—or better yet, face-to-face communication—from their bosses and coworkers. This is a generation that craves relationships with the companies they work for, especially since they want to be at their companies long term. Be sure to adjust employee engagement strategies accordingly with activities and time allotted to help develop those relationships and networks.

Another challenge to overcome is the stereotype about young people that the rest of the workforce believes. While this is much less concrete than the other concerns, it’s important to remember that no generation can be completely generalized. A Gen Z employee might be different than a foreman’s nieces and nephews, so make it clear among employees that they are all individuals and have something unique to offer the team based on their life experiences. While Generation Z hasn’t been around nearly as long as baby boomers, they still add value to the team.

Generation Z might be the freshest faces on the team, but they aren’t nearly as green as they seem. These fast learners are willing to invest time and effort in companies that are willing to invest in their professional development. Through development opportunities, clear communication and defined career paths, construction companies can recruit and retain these hard workers to preserve the longevity of their organization.