By 2030, Gen Z will represent 33% of the workforce in the United States. They are the workforce of the near future.
Savvy hiring teams will broaden their hiring pool to include Gen Z, who are now moving into the workforce. The generation that is now 10 to 25 years old are digital natives, never knowing a world before cell phones. While technology has been a key aspect of their development, other factors including social upheaval and a trend toward inclusiveness have helped shape them as well.
We are aware that technology is changing how people interact with one another, especially Gen Zers. They order food and taxis online. They watch movies, concerts and sporting events online as a group, so online interaction and collaboration are already part of their lives. They prefer to search Instagram, TikTok and YouTube, rather than Google, to learn new things and to get information.
How can my company attract Gen Z talent?
Doing what has always worked probably isn’t going to put you on Gen Z’s radar.
Create realistic job descriptions
Take a good look at your job descriptions. Gen Zers are looking for entry level jobs to help them get started. If your job is listed as entry level but requires years of experience, it’s just not realistic for someone just starting their working lives. According to the LinkedIn Talent Blog, an analysis of nearly 4 million jobs posted between December 2017 and August 2021 found that 35% of entry level postings required 3 years of relevant work experience. This keeps otherwise qualified candidates from getting their application considered.
Embrace a flexible work culture
Flexibility in the workplace is no longer a nice to have perk, especially for these young workers. In a LinkedIn survey from January 2022, 72% of Gen Z workers have either left or were considering leaving an employer who didn’t provide a feasible flexible work policy. Work-life balance is especially important for Gen Zers, so embracing a culture of flexibility by allowing remote work and an active role in determining in and out of office schedules is key.
Manage your company brand
Make sure your company brand is well managed. 70% of Gen Z candidates look at company reviews on social media sites. They want to work for companies that have a solid Diversity, Equity, and Inclusion program and track record, so make sure your wins are touted on social media platforms.
Create opportunities to learn
Be intentional about opportunities to learn and grow on the job. Promote an #AlwaysBeLearning culture. Recommendations for courses should align with employees’ career goals. Gen Z workers are still gaining skills and knowledge to move up the ladder. They are comfortable with online courses and will often hit the books on the weekend when they are being engaged.
Gen Z wants to make an impact on their world. They actively participated in the Great Resignation, and are less willing to settle for unfulfilling roles or work for companies that don’t reflect their values. Update your workplace to include Gen Z priorities to prepare for the workforce of the future.
