When it comes to hiring Gen Z, you need to first understand what matters most to them. Members of this generation are known for being digital natives, socially and financially conscious, tech-savvy, and continuous learners. They are also called the most diverse yet loneliest generation—and they are waiting to reshape the workplace.
To attract Gen Z top talent, you must use tech in your processes, offer training and development, and showcase a healthy company culture. This guide will equip you with the knowledge and tools that will enable you to tap into the immense potential of this generation.
Who are the Gen Z Job Seekers
Gen Zs are those who were born between 1997 and 2012. They were born at a time marked by significant societal shifts, such as the first African American president being elected into office, same-sex marriage being legalized, the number of immigrants in the US rising, and political upheavals.
These have shaped their values and attitudes toward work. For example, social responsibility is not merely a preference among Gen Zs; it has become an important criterion when looking for a job, preferring businesses that not only value sustainability and diversity but also actively promote them by advocating for energy efficiency or waste reduction/elimination.
Most Diverse Generation
Gen Z has the most generational diversity compared to the previous generations. According to the Annie E. Casey Foundation, children in immigrant families are more common among this generation. This awareness of diverse backgrounds, diversity brings a wide range of perspectives, problem-solving approaches, and innovative ideas to the workplace.
This has made the Gen Zs more aware and respectful of these differences. Additionally, their commitment to diversity and inclusion isn’t just a passing fancy but is engraved in their DNA. Here’s why:
- Life Experience: From the time they were born, the world around them is dynamic, diverse, and interesting. They have also witnessed how people become more open and tolerant. This has influenced how they perceive the world as well as the workplace.
- Global Connectivity: With social media a common part of their everyday life, Gen Zs have become more globally connected and exposed to diverse cultures. This has taught them to embrace and celebrate the differences.
- Flexibility: Gen Zs understand that there’s no such thing as a one-size-fits-all approach to life, not even in terms of fashion. Thus, they value the uniqueness of each individual and what they can bring to the table.
Digital Natives
Digital natives are those who were born or brought up in the digital age, where computers and the internet are an important part of their lives. Compared to the older generations, Gen Z are the real digital natives, spending an average of nine hours of screen time every day. They are not just tech users—the use of technology is embedded in almost all aspects of their daily lives. They turn to the Internet to find solutions, make decisions, meet friends, and almost everything in their lives. For them, technology is a tool that provides them with the knowledge they need to succeed. Consequently, they use that knowledge to reach their goals.
As digital natives, Gen Zs are the generation that wants instant gratification. Given how fast technology evolves, this generation also expects the processes in the workplace to be fast from the interview process to project turnarounds.
Socially Minded
Activism is part of Gen Z’s identity, and social media has become a platform where they can speak their minds about different social or political issues that matter to them. This social consciousness has even impacted how they choose companies, favoring organizations that are purpose-driven. That’s because they want to become part of something that has a positive impact on society.
Financially Savvy
Gen Zs have experienced the 2008 financial crisis as well as the 2010 recession. They saw how their parents struggled financially, which taught them to make smarter financial decisions. They are financially shrewd and conscious consumers. This attitude toward finances often manifests into a desire for job security and a clear career path.
Loneliest Generation
Despite being the most connected generation in terms of technology, a lot of Gen Zs feel lonely. According to a survey, 19% of the Gen Zs they asked are more likely to say they feel lonely. This came from the fact that they spend more time online than engaging with others face to face, which created a sense of isolation. Additionally, the pressure from social media has added to this sense of loneliness. Companies can combat these by giving them opportunities to make meaningful connections at work, creating mentorship programs, and fostering a workplace that encourages social interactions.
Continuous Learners
Gen Z recognizes how competitive the job market is and how fast technology evolves. This understanding has caused the desire for learning and upskilling. For them, education and training do not stop when they get the job. There is a need to stay relevant and competitive, which can only be done by acquiring new skills and knowledge.
Their desire to learn is also the reason why Gen Zs are not afraid to leave a job that does not offer an opportunity to grow. According to LinkedIn’s Workforce Confidence Index Report, 76% of Gen Zs want more opportunities to learn or practice a new skill or expertise. Unlike other generations that are loyal to a single company, Gen Zs equate professional stagnation to failure.
Gen Z vs Previous Generations Attitude About Work
Each generation looks at work through different lenses, and this has influenced how they look for a job. Gen Zs, for example, use social media and other online platforms for their job searches. Furthermore, they favor companies that value flexibility and work-life balance.
Millennials, on the other hand, look for companies that offer meaningful work and have strong ethical values. Meanwhile, Gen X favors a more traditional approach to job hunting, looking for companies that offer job security and advancement. Baby Boomers rely on their extensive networks and seek companies that offer stability, benefits, and opportunities that align with their experience. The information gives insight to hiring managers in creating a personalized hiring process that resonates with each generation.
Below is a table that shows the differences between Gen Zs and the generations before them:
How to Attract Gen Z Top Talent
Attracting Gen Z top talent is a combination of form and substance. It’s not enough to capture their attention with aesthetics but you should also provide purpose. As mentioned above, Gen Z are tech-savvy, financially shrewd, socially and politically minded, and hungry for knowledge. Using these insights, we outline some strategies on how to attract and retain Gen Z talents.
As digital natives, Gen Zs rely heavily on technology in every aspect of their lives, even when searching for a job. According to the PHA Group, 54% of Gen Zs spend at least four hours a day on social media. Among these social media platforms, Snapchat, TikTok, and Instagram are the most popular among 80% of Gen Zs.
Use a mobile-optimized hiring process so they can access the job application anytime and anywhere. You can also use social media platforms to reach them since they spend a lot of time there. Additionally, you can add virtual reality tours of your office so they can get a glimpse. Here are more tips and examples of how to use social media for recruiting.
Gen Zs value opportunities for growth, advancement, and continuous learning. Provide a clear path for professional development even in your job posts and interviews. Include mentorship programs, access to training resources, and a transparent promotion process. This move sends a strong signal to Gen Z showing that their long-term career satisfaction is important to your organization.
Being socially conscious and politically aware, Gen Z wants to work for companies that stand for something beyond just making a profit. For them, an organization’s mission, vision and core values are the foundation of its identity. They are impressed with organizations that have a strong social responsibility and a clear mission. Thus, if you want to attract them, show your company’s values and any charitable work it does. Additionally, consider rewarding community service or offer paid days off for volunteering to emphasize your commitment to social causes.
Becoming purpose-driven should be ingrained in your brand identity and company culture. To really establish that, you have to create a solid foundation for your mission, vision, and core values. Check out our guides to learn exactly how to set them for your business:
- How to Write a Small Business Mission
- How to Create a Vision Statement
- What are Core Values and How to Write Them
Being the most diverse generation, diversity and inclusivity are one of the issues that matter most for them. Emphasizing your diverse workforce and initiatives can attract them. You can do this by showcasing employee demographics or highlighting employee stories on diversity or showing any DEI awards and recognition. You can also provide training and resources for employees from different backgrounds.
Gen Z values a healthy work-life balance—77% of Gen Zs are most engaged in jobs that offer flexibility. And offering flexible working arrangements and remote work options shows that you respect and support their desire for balance. Furthermore, it allows them to effectively manage their time and prioritize their well-being, resulting in higher productivity and satisfaction.
Creating Engagement in the Hiring of Gen Z Applicants
After you attract Gen Z, it’s crucial to keep them engaged throughout the hiring process. This might involve:
Streamlining Application Process
Gen Z values efficiency. Having a lot of bottlenecks during the application process, such as redundant steps, can dampen their enthusiasm. Simplify applications, and consider utilizing tools that let them apply using their LinkedIn profile. Another method is to provide a recorded video interview as part of the process.
Speed Up Response Times
Once a Gen Z candidate applies for a role, they often expect a quick response. This doesn’t mean you need to make mindless decisions but be transparent about your timeframes and communicate any necessary updates promptly.
Offer a Positive Candidate Experience
From interview preparation to feedback after the interview, every step in the candidate experience should be designed to provide value to the applicant. You can give them tips for the interview or have a virtual tour to give them a glimpse of your company. Even sending a candidate an encouraging note about the company’s interest in the candidate will go a long way.
Hiring Gen Z Frequently Asked Questions (FAQs)
A survey among managers reveals that they have difficulty dealing with Gen Zs. For one, they are unmotivated and unhappy. The primary reason for this unhappiness is the high expectations they have for themselves and the companies they work for.
Gen Zs are a competitive bunch who like the challenge of testing their skills against another person. If companies can create healthy competition in the workplace, it can boost Gen Z’s engagement and motivation.
Bottom Line
Gen Z presents a unique set of values and preferences that also requires a unique approach to talent attraction and engagement. By integrating these strategies into your recruitment practices, you can show Gen Zers your commitment to what they value most and as a result, attract them to your organization.