The American economy added 222,000 new jobs in June — and many of those positions were likely taken by members of Generation Z.

Precise definitions vary, but Generation Z generally comprises those who were born in the 1990s and came of age amid events such as the Sept. 11 terrorist attacks and the 2008 financial crisis. In recent years, the first wave of Generation Z workers turned 18.

More of these people are entering the workforce — by 2021 it is expected they will constitute a fifth of all workers. Among people ages 16 to 19, the unemployment rate dropped to 13.3% in June on a seasonally adjusted basis, from 14.3% the month before, according to data released Friday by the Bureau of Labor Statistics. Comparatively, the unemployment rate for 20- to 24-year-olds ticked up on a month-over-month basis, but at 7.5% remained significantly lower than at the start of the year. This compares with an overall unemployment rate of 4.4%.

Members of the so-called Net generation may share certain affinities with the preceding millennial cohort, but they also have fairly different expectations of their careers and workplaces:

How you teach a computer to drive like a human

See also:Bricks-and-mortar retailers stop cutting jobs — for now

In their first job, 70% said they want stability

Having come of age at the height of the recent financial crisis, job security is top of mind for people in Generation Z, according to experts. As a result, some of their preferences are more akin to those of baby boomers than to millennials, said Paul McDonald, senior executive director at human resources consulting firm Robert Half. Some 70% of respondents noted that finding a stable and secure job is preferred over a job with lots of passion that lacks security and stability, according to one study by staffing firm Adecco.

On average, members of this generation say they want to work for only four companies through their careers, according to a 2015 study conducted by Robert Half. Similarly, they are more likely to indicate a preference for a traditional bricks-and-mortar workplace rather than working remotely. “They saw their grandparents have to go back to work or their parents have struggles during the financial crisis,” McDonald said. “They want to work for companies long-term in their career.”

That contrasts with millennials, who have built a reputation for hopping from job to job, even if that might be detrimental to their careers. “They are more experienced hoppers — they want to do different types of jobs in different types of countries,” said Brian Kropp, the human resources practice leader at advisory firm CEB, a subsidiary of Gartner. “So you have to think about how you manage employee experiences and give them the opportunity to do lots of stuff.”

Generation Z judge companies by their social media

Digital technology has been ever present over the course of Generation Z’s lifetimes. “They tend to ask more questions around hardware and software used in the office,” said Michael Erwin, a senior career adviser with jobs website CareerBuilder. Having been surrounded by technology their whole lives, Generation Z will be more likely to view a company skeptically if its website is outdated or if its social-media presence is lacking, even more so than millennials would, McDonald suggested.

Read more:Sorry, America, but everything you’ve heard about lonely, unhappy single people is wrong

Employers stand to gain a lot from Generation Z-ers’ fluency with computers and the web — but when it comes to their own personal development, these younger workers want a more traditional approach. “Be prepared to spend time with them face to face,” McDonald said. “They want to be mentored and coached. If you coach them, you’re going to retain them.”

They are competing with each other — not millennials

Hold the fake generational culture wars: Generation Z is not a threat to millennials in the workplace. At least, not yet. A higher salary isn’t necessarily a better salary in these workers’ eyes. “They have become more and more competitive,” Kropp said. “They’d rather take less and know that they won.” Some 72% of Generation Z said they were competitive with those doing the same job, according to a survey by Generation X researcher and author David Stillman and his son Jonah Stillman, a member of Generation Z.

After the Great Recession, they’ve tempered their expectations

While they’re not as skittish when it comes to finding a job as millennials, who perhaps were old enough to feel the effects when parents or older siblings struggled during the Great Recession, cultural fit is critical to this cohort. “Although Generation Z is often grouped together with millennials as an idealistic generation,” the Adecco study found, members of Generation Z “are much more tempered in their expectations for post-college life.”

Don’t miss: This is exactly how many years of work you should reveal on your résumé

As a result, this group is more concerned with the values held by the people at the top of the corporate food chain. For instance, Generation Z-ers are inclined to be concerned with what their employer’s politics are and the types of companies they will invest in. Two-thirds cited equal pay and promotion regardless of differences in gender or race as a very important factor when it comes to trusting an employer, according to a 2016 study from accounting firm EY.