Gen Z talent are making up much of the modern workforce. Their abundance of digital skills, characteristics and beliefs make them invaluable to employers. In fact, 76% want to work at a company alongside caring, friendly and socially conscious people. Ensuring they’re happy, comfortable and being listened to is of upmost importance in getting the best out of them.
As employers look to bridge the digital skills gap with talents who possess skills in demand, when hiring or retaining Gen Z talent, there are factors employers must consider.
Although benefits and culture are important factors when it comes to deciding which companies to work for, the values a company represents are equally as important. Whether that be sustainability, positive working culture, and inclusivity, underlining a clear mission statement, including what you do to support good causes, will certainly catch their eye.
Maybe you have annual fundraising activities or encourage the need to recycle; Gen Z enjoys collaborating so take advantage of it.
The majority of traditional job descriptions highlight the position, duties, and required qualification. However, employers may have to place an emphasis on the impact the job could have on Gen Z candidates' future and career goals. Once job duties and development are tied with the company’s mission, they’ll be more intrigued.
For example, a health and wellness business will have a position where CRM Manager will liaise with a CRM agency for extra support and data while liaising with the content team to create content for the email campaigns.
It’s not uncommon to feel disconnected in the midst of a heavy workload or when interchanging between projects, and Gen Z employees want to feel reassured they can talk to their employers about how they’re feeling.
Gen Z live in the age where technology is at their fingertips, providing a number of working solutions – but they still require a real human connection. To ensure employee retention, underline the importance of mental health by supporting them with coaching, and make the onboarding process a community building exercise.
An impressive CV or interview can be the determining factor when deciding to recruit talent, but having part of your recruitment process dedicated to an assessment of values can be a major step in hiring the ideal match. Gen Z talent feel like they have a lot to offer, and the skills and experience on their CV may not reflect that completely.
As highlighted earlier, candidates are looking for inclusive environments and co-workers they can get along with. As much as the interview process is a chance for the employer to see if the candidate is potential fit, it’s also a chance for the candidate to assess the company to see if they align with their goals/ambitions.
45% of Gen Zers say they are rejecting traditional work pressures in favour of a more balanced lifestyle because career and money do not define success in their eyes. This is an indication that Gen Z’s main concerns lie with the plans which an organisation has regarding flexible working. As a result, candidates are likely to apply for remote positions more than previous generations.
A hybrid model encourages both in-person working and remote working; by allowing employees to be present in the office a few days a week and working the rest of their week from home. There are different ways to approach hybrid working, either by a fixed schedule where days are set for working in the office, or flexible hybrid working.
According to research, 30% of 16-25 year olds favour employee benefits – such as paid sick leave, competitive wages, and generous holiday allowances. In comparison, 11% of recipients prioritised benefits such as free snacks or gym access. This again highlights the importance of a health work-life balance for candidates.
In-office perks are an attractive proposition for Gen Z (depending on what they are), but as their working habits alter, they prefer benefits that align with them.