Look out, millennials — Gen Z enters the workforce this June.

Gen Z, comprised of those born between 1995 and 2012, is a 72.8 million strong population and radically different than its millennial (Gen Y) predecessor, says David Stillman, co-author of “Gen Z @ Work: How the Next Generation is Transforming the Workplace” (Harper Business, out now).

Stillman penned the book with his son, Jonah, a high school senior, because, “I’ve been studying generations for 20 years. Assuming that Gen Z is like the millennial generation will backfire. I wanted to pioneer a dialogue about how they’re unique, where we click and clash. Diversity inclusion is so important in today’s workplace. If you understand a generational personality, you can possibly connect better with that employee or customer,” says Stillman.

One of the most important items of distinction regarding millennials is that the baby boomers who raised them told them to pitch in together to be winners— that two heads are better than one. Millennials, as a result, are extremely collaborative. But Gen Zers have been told by their parents that it’s a tough world out there and that there’s no such thing as a participatory award.

Consequently, Gen Z is more competitive and desires to work independently. They think, if you want it done right, get it done yourself. So, while millennials push for open workspaces, “Gen Z would rather share socks than office space,” says Stillman.

While millennials sought meaning in their jobs and were inspired to make the world a better place, Gen Z came of age during the recent recession. “They are putting money and job security at the top of the list,” says Stillman. “Sure, they want to make a difference, but surviving and thriving is most important. Pay and health benefits top their list. As life expectancy pushes 100, staying healthy is very important to them.”

Prospective employers should also know that 75 percent of Gen Zers wish their current hobby could become their full-time job, says Stillman.

“A lot of Gen Zers have a side hustle to generate extra income, which presents challenges for the workplace. The difference with this generation is that they won’t see getting a job or pursuing income-generating hobbies as an either/or. They will likely try to do both. If employers push back, you’ll hear, ‘If it’s not OK to work on outside projects during the day, why is it OK for you to email me after hours?’ Unlike work/life balance, Gen Z is pushing for work/life blend. Workplaces might have to allow some of these side hustles if their Gen Z employees are getting their jobs done,” says Stillman.

Beware of Gen Z when it comes to “knowledge hoarding,” says Stillman.

“Gen Z seeks to advance themselves, which might bring out everyone’s A game. But boomers may feel threatened by these younger workers, who hoard knowledge and might not share information easily. It’s a perceived competitive advantage,” says Stillman.

As digital natives, Gen Zers assume that technology can do anything. Therefore, “Tech sophistication impacts Gen Z’s desire to work at a company,” says Stillman.

To best manage and maximize the capabilities of Gen Z, “Employers should anticipate where they can accommodate this group and where they will clash,” says Stillman. As an example, “One company has customized job titles for their employees — everyone comes up with their own,” says Stillman.

As for mentoring Gen Z workers, “Don’t be surprised when Gen Z doesn’t come knocking on your door. They’re trying to navigate their own paths. Unlike the old model — where the teacher stands in front of the classroom — Gen Z needs guides on the side helping them to make good decisions,” says Stillman.

Tips for Gen Z jobseekers

As the class of 2017 prepares for launch into the real world, we’ve spoken with area experts for additional career advice

Intern

Jobs will come to you if you partake in internships, according to Natalia Guarin-Klein, director of Magner Career Center at Brooklyn College.

“I encourage students to complete at least two or three internships before they graduate,” she says. “Interning at a company will make the transition and expectation to a full-time job easier because it won’t be a culture shock. Internships can directly lead to a full-time position, too.”

Maintain a strong network

Finding a job is a process. Attend alumni gatherings, and job fairs, and talk to mentors. It may not immediately lead to something, but increasingly, networking connections often lead to jobs.

Plus, don’t get too comfortable when you get a job. In a few years, you may be looking for another one. You never know when you’re going to lose a job or move on, so keep your network current.

Go for it

If you have 75 percent of the skills a company is asking for, you may be considered — you never know. “Try,” says Lisa Tandan, director of career development and advancement at Hofstra University. “Don’t be too limiting with employer prospects — eventually you may get to a more well-known firm.”

Pitch in

The hiring outlook is good. Most employers are projecting a 5 percent increase over hiring from last year. According to the National Association of Colleges and Employers, industries are looking for great attitudes and a willingness to dig in and learn.

Trudy Steinfeld, associate vice president and executive director of Wasserman Center for Career Development at New York University, agrees, and says firms are looking for “people who aren’t afraid or unwilling to do some of the less glamorous work. Interns are becoming more substantial and turning into direct hires.”

Tech sells

If you specialize in anything with technology, employers are interested in you, from jobs in customer experience to online support to marketing. They are also hiring in big numbers, from start-ups to large organizations. “For those who can write content, we’re seeing a lot of hiring activity,” says Steinfeld.