Hire and Retain Gen Z Talent

The time has come for Generation Z to enter the workforce. These young, ambitious individuals have made up 25% of the worldwide workforce by 2020. Employers are increasingly drawn to ‘’Gen Z’s” dynamism and relative affordability and are willing to overlook experience in the understanding that this generation is quick and passionate learners.

In the future years, Gen Z employment will undoubtedly have a dramatic impact on businesses. Here are some pointers on how to hire and, more importantly, keep some of the top Gen Z talents in the industry.

Who are they?

Those born between the mid-late 1990s and 2010 are referred to as Gen Z. There are fresh expectations and opportunities with each new generation. Gen Z is frequently described as having an entrepreneurial spirit, being willing to follow many professional pathways at the same time, placing a high importance on both earning power and employment security, and, most crucially, seeking technological competence.

Gen Z was born into the digital age and has never known a world without technology. This has given them a broad view of life’s possibilities, contributing to their ambition as well as their realism. They are hyper-aware and can detect the difference between trend and utility, allowing them to see right through any organization’s ruse.

While money is important to Gen Z, they have grown up in an era marked by extremes, from the financial crisis of 2008 to the recent global health pandemic. Gen Z values work stability and job happiness slightly more than previous generations.

Hiring the best

As previously said, Gen Z is tech-savvy and values the freedom that technology provides. When it comes to hiring Gen Z, a company’s technology prowess is critical. According to a LinkedIn survey of 12,000 Gen Z youth, “91% agree an employer’s technology would impact their job choice if faced with similar employment offers.”

For businesses, this implies that your website and social media channels must be current and attractive. In order to hire Gen Z talent, you must have a strong online presence. Your firm will appear out of touch and unappealing to work for if they come across a buggy or outdated website. For this reason, it’s critical to know how Gen Z perceives your brand. If they believe the recruitment process is outdated — for example, if it is paper-based or has extended deadlines – 54% will not apply. 82% anticipate a two-week hiring procedure.

It’s also important to keep in mind that the interview will be a two-way street, with them interviewing you and your organisation just as much as you are interviewing them. Gen Z candidates are looking for more than just a job; they want prospects for advancement, employment security, meaningful jobs, and a clear path to advancement.

Keeping the talent

So, what does it take to keep Gen Z employees once they’ve joined your company? While this goes beyond their generation, it is critical to provide a work/life balance. Gen Z is more aware of the mental health difficulties that stress causes, and you should recognise the impact it has on productivity as they do. This could entail providing flexible hours and work settings, as well as providing excellent staff assistance across the board.

To retain Gen Z employees, stable yet transparent leadership is more vital than ever. Their career goals include developing a positive relationship with their bosses, with whom they can speak freely and openly. Their leaders are required to be transparent, honest, and approachable.

It’s also critical to have a well-developed training and professional development infrastructure. Gen Z is quick to pick up new skills and eager to do so in order to improve their earning potential. They are aware of and open to the fast-paced technology environment in which we live; “62% feel technical hard skills are changing quicker than ever before, and 59% predict their profession will not exist in the same form in 20 years.” Having a firm that invests in learning and skill development is a great approach to show your employees that you care about their careers.

Finally, keep in mind that Gen Z is an open-minded generation. “More than three quarters (77%) of Gen Zers say a company’s degree of diversity would affect their decision to work there,” so make sure your D&I policies show your commitment to the future and are not outdated if you have Gen Z talent. Age concerns for the newest generation of employees, like gender, ethnicity, religion, disability, and sexual orientation, should be a big part of your diversity and inclusion plan.