By the year 2030, the number of Gen Z employees is expected to triple. That means that people born between 1995 and 2015 will soon make up 30% of the global workforce and will play a vital role in shaping the workplace for decades to come.
This new cohort of workers are digital natives, adaptable, diverse, values-driven, and intentional in their career choices. One thing is clear, they are unwilling to compromise on career vision to fit into a work model that doesn’t work for them.
To attract Gen Z to your company, you should consider what truly matters to them - more flexibility, more authenticity, more career advancement. Here’s a few things to consider for attracting and retaining this generation.
Are your job descriptions realistic?
While Gen Z may be more likely to look for new jobs, they are not always confident in the process. Often what’s holding them back is that they don’t know where to start.
One of the biggest hurdles? Companies are not labelling jobs correctly. For those starting in their career an entry-level job should be just that — a chance for those entering the workforce to find work. However, what is labelled as entry-level requires more than three years experience, which is not realistic for someone just starting out. This can reduce your pipeline of young talent because they didn’t tick every box.
Do you offer flexibility?
Workplace flexibility is no longer a ‘nice to have’ — it’s an expectation. Gen Z is the generation most likely to have either left, or consider leaving, a job because their employer did not offer a flexible work policy.
The clear takeaway for anyone hoping to land Gen Z talent is to create more hybrid positions. While flexible working is an expectation, Gen Z also crave in-person collaboration with colleagues. That’s why hybrid working is so attractive.
Do you live and breathe your values?
Gen Z leads the way when it comes to seeking better alignment with their values. So what your company stands for and believes in is more than window dressing; it’s a major selling point for young talent.
It’s not enough to display company values across all branding, hiring managers need to talk about how those values translate into the day-to-day functions of the business.
Is onboarding taken seriously?
Hiring Gen Z is just the beginning. Retaining them — that’s where the real work happens. And it all starts with the onboarding process. Candidates are looking for an authentic connection with their employer, which is why those first few days on the job are crucial in setting the tone for your company.
Effective onboarding can boost employee retention yet so many companies fail to give it the attention it needs. Sweat the small stuff. Invest the time, energy, and thought to do it effectively. Beyond a warm welcome and some fun company swag, you’ll want to get technology into a new hire’s hands immediately, set them up with an onboarding buddy, dive into the company’s culture and values, create opportunities for them to meet and connect with teammates, and give them lots and lots of time with their direct manager.
Do you have career development opportunities?
Young workers love to learn and are willing to accept a pay cut of for a role that offers better career growth.
Make sure your company promotes a learning culture. This can mean creating mentorship opportunities, job rotation programs, or offering online courses.
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