A few years ago, it seemed professionals couldn’t go a day without hearing or reading the word “millennial.” Whether it was advice about hiring them, managing them, developing them or simply dealing with them, everyone had opinions on this generation’s presence in the workforce.

Today, most millennials are in their late 20s and 30s, and many are well past junior level roles. The Society for Human Resource Management (SHRM) predicts that “millennial” has passed as the workplace buzzword, and instead employers will turn their attention to the recent college graduates of Generation Z.

Although Gen Z-ers aren’t vastly different from their predecessors, catering to these newly minted professionals requires a slightly different approach. From their lightning-speed technology use to their sense of holistic well-being, Gen Z’s priorities have shifted, and smart companies should start preparing now to welcome them with open arms.

According to members of Forbes Coaches Council, here’s how to attract and retain Generation Z.

1. Encourage Their Entrepreneurial Spirit 

Gen Z, like millennials, will be tech savvy and very fast at being able to adapt to new technology, but one differentiator will be that Gen Z wants to own a business and will understand ownership even more than millennials. Gen Z will ask for ownership stakes, be working on their own inventions and be interested in a piece of the business pie. This must be taken seriously by HR and leaders. – John M. O’Connor, Career Pro Inc.

2. Focus On Technology That Improves Efficiency 

Those who belong to Generation Z, even more so than the millennial generation, appreciate the great value that technology, and subsequently efficiency, bring to the workplace. Those companies that focus their efforts on technology and improving efficiency will continue to attract and engage millennials, recruit top talent and beat out their competition. – Kyle Elliott, Kyle Elliott Consulting

3. Align Their Personal Purpose With The Company Mission 

Both millennials and Gen Z focus on contributing and value the idea of having a purpose. But Gen Z grew up during the 2008 recession and is inevitably more practical than millennials. Focus on helping Gen Z align their personal drive, technology talents, brand awareness and desire for a purpose to the mission of the company, profitability, and operations. Their cost-consciousness helps. – Joanne Markow, GreenMason

4. Appeal To Their Bite-Sized, Fast-Paced Media Habits 

Even though millennials are tech-literate and able to quickly embrace change, they grew up with Myspace, AOL and Facebook. These are slower-paced social media than Gen Z uses. Our newest employees receive and expect information immediately. Think Snapchat, texting and WhatsApp. They’re instantaneous. Engage Gen Z by providing answers they can access at their fingertips and on their small screens. – Loren Margolis, Training & Leadership Success LLC