How to Attract and Retain the Next Generation of Talent
As Gen Z enters the workforce, they bring in a unique set of expectations and skills, but most organisations are finding the transition difficult. In this article, we provide valuable insights on how to connect with Gen Z workers and attract the best talent to your organization.
Table of Contents
While great job descriptions and an optimised hiring process help attract talent across generations, Gen Z requires a more focused approach. While they are somewhat similar to their millennial predecessors, there are some key differences in their workplace expectations.
Gen Z is the generation born between the mid-1990s and early 2010s, making them the newest additions to the workforce. This group presents both unique opportunities and challenges for employers. As the first true digital natives, Gen Z brings a fresh perspective and a set of skills that can benefit any organization. Understanding this generation will allow you to leverage these benefits and future-proof your organisation.
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Focused on Growth:
Gen Z workers tend to have an entrepreneurial mindset. They are driven by the desire for professional growth, autonomy, and the opportunity to make an impact. According to a survey by LinkedIn, 40% of Gen Z workers are willing to take a pay cut for an opportunity that provides better growth. They are focused on career development and are constantly looking to upskill. Employers can tap into this mindset by offering robust training programs, mentorship opportunities, and clear pathways for skill development and advancement. Emphasizing a culture of learning and adaptability during the hiring process can be a significant draw for this generation.
Purpose-Driven Work:
Gen Z is passionate about social and environmental issues. They seek out organizations that align with their values and offer opportunities to contribute to a greater cause. According to a study by EY, 63% of Gen Z feel it is very or extremely important to work for an employer that shares their values. They want to make a positive impact, and highlighting this is a great way to attract this generation of workers. Companies that integrate corporate social responsibility initiatives and emphasize their commitment to sustainability are likely to attract Gen Z workers. Additionally, providing avenues for volunteering or community involvement can also be attractive to this generation.
Diversity and Inclusion:
Gen Z is known for its commitment to diversity and inclusion. According to a survey conducted by ManpowerGroup, 56% of Gen Z-ers say they would not accept a job without diverse leadership. They value equality and expect organizations to embrace these principles. Make sure you actively promote diversity and create an inclusive work culture. This gives you the many benefits of a diverse culture and helps attract Gen Z workers. Make sure to demonstrate a commitment to these values during the hiring process with diverse interview panels, inclusive job descriptions and inclusive benefits packages.
Work-Life Balance:
Gen Z places a strong emphasis on work-life balance. Work needs to fit into their life, and they prioritise their personal well-being. According to a LinkedIn survey, 72% of Gen Z workers have either left — or are considering leaving — a job because their employer did not offer a feasible flexible work policy. This generation is primed for remote work and understands how to remain productive and make time for themselves. Offering flexible schedules, remote work options, and a focus on work-life integration can make your organization more appealing to Gen Z candidates.
Health and Wellness:
Creating an empathetic workplace and providing mental health support is also important to this generation. According to a survey by LinkedIn, 66% of Gen Z workers say that they’d like to see more investment in mental health and wellness to improve company culture. Gen Z is more vocal about mental health struggles and expects their employers to provide accommodations and support. Supporting both physical and mental well-being is important to this group, so creating policies and programs around this will help your ability to retain these workers long-term.
Social Media:
Gen Z is extremely active on social media, so internet presence is important. They are more likely to go over an organisation’s official channels to get a better understanding of the company. This evaluation is to understand if they are a culture fit and if the company aligns with their beliefs and values. Building an authentic and compelling employer brand presence on social media is important to connect with this generation.
Hiring and engaging Gen Z workers requires understanding their unique traits and preferences. With their tech-savviness, entrepreneurial mindset, and passion for making a positive impact, Gen Z brings a fresh perspective and valuable skills to the table. Tailoring your recruitment practices and keeping these factors in mind will allow you to attract this new generation of workers, and increase overall job satisfaction with this group.
FAQs / TL;DR
Find answers to often asked questions below:
What are the challenges of hiring Gen Z?
Hiring Gen Z presents challenges as they have high expectations. They seek purpose-driven work and value work-life balance.
What do Gen Z employees want?
In short, Gen Z employees want career advancement, work-life balance, and an empathetic and inclusive workplace.
Why should we hire Gen Z?
As the youngest generation at work, Gen Z employees bring fresh perspectives. Their boundless energy, tech-savviness, and enthusiasm for learning make them a dynamic force.
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