Just as you were getting used to the unique needs of millennials in the workplace, it’s now time to prepare for an altogether new demographic: Generation Z. To integrate this generation into your office as seamlessly as possible just as it begins to enter the workforce, you’ll need to understand what motivates its members to succeed.

By 2020, 20% of the workforce will be comprised of Generation Z, according to a new report from Menlo Park, Calif.-based Robert Half International Inc. entitled Get Ready for Generation Z. (Members of Generation Y, or millennials, were born between 1978 and 1989 while members of Generation Z were born between 1990 and 1999, the report says.)

“This is truly the generation that is digital and global,” says Dianne Hunnam-Jones, district director of Robert Half in Toronto. “They’ve never known a world without the Internet and they grew up with a smartphone in their hands.”

Of the 770 American, Generation Z participants in Robert Half’s survey, Hunnam-Jones says 25% of them spoke another language at home while 43% belong to an ethnic minority. “This is your true global generation,” she adds.

The inclusion of Generation Z in the workforce will create an unprecedented mix of four generations in the workplace, comprising of baby boomers, Generation X, Generation Y and Generation Z, the report says. The ability to understand Generation Z and its unique needs is key to recruiting and retaining this demographic.

Here are three tips for hiring Generation Z:

1. Make them an offer they can’t refuse
“Make sure your office is competitive and compelling,” Hunnam-Jones says, “because this generation grew up during a time of economic instability, so they crave financial and workplace security.”

Members of Generation Z hold lofty career goals and expect to make US$46,779 in their first year out of college. They not only want their income to provide stability, but they need to know that their organization can provide career stability as well, Hunnam-Jones adds.

2. Provide mentorship and collaboration
Despite Generation Z’s propensity for technology, they much prefer interacting with small groups as opposed to working remotely and virtually, Hunnam-Jones says.

As such, they thrive in collaborative environments that offer face-to-face communication with bosses and colleagues. And perhaps more importantly, they desire bosses who are supportive and can set them up for success.

“They don’t want to just learn from a computer and communicate via their handhold devices. They want the human element,” Hunnam-Jones says. In particular, they’re seeking hands-on coaching from mentors who will collaborate with them on the direction of their career growth.

3. Polish your online presence
You’ll want to create a very strong social media presence as part of your recruitment strategy. Generation Z grew up online, so they’re going to be doing a lot of research on the Internet before going in for an interview or even applying for a job, says Hunnam-Jones. So, make sure your organization has a strong digital footprint.

Specifically, you should use your website and social media platforms to demonstrate corporate values and professional development in the workplace, Hunnam-Jones adds. For example, feature any workdays spent volunteering for a local cause as well as opportunities for mentorship and career advancement.