Not long ago, every company was talking about millennials and how to keep them happy. Now, the oldest members of the next generation, Gen Z, are beginning to enter the workforce, and employers will need to adjust their approach yet again.
The experiences that shaped Gen Z as they were growing up, such as ubiquitous internet access and the late-2000s economic recession, have impacted their views of work and career stability. This independent, realistic and tech-savvy group of young adults will seek employers whose culture reflects and embraces those viewpoints.
According to members of Forbes Human Resources Council, here are a few more things you need to know about how to reach this unique cohort.
1. Create A Culture That Celebrates Technology And Social Media Savvy
Gen Z has had access to the internet from the beginning. They are very comfortable using social media. Some already know how to market themselves on platforms like LinkedIn and have more connections than their older counterparts. The culture of the company where they would succeed becomes very important. Hiring managers need to evaluate if their company culture will attract and retain Gen Z. - Abhijeet Narvekar, The FerVID Group
2. Ask Questions To Get To Know Them Instead Of Making Generational Assumptions
As more experienced employees, managers or recruiters, we often think we know more than younger generations. So, we miss out on some rock-star hires! When interviewing Gen Z, don't compare them to Gen Y or any other generations. Just ask questions and listen for things you can learn from what they are saying to you. Seek out their strengths, not their weaknesses. Step out of your comfort zone. - Lotus Yon, NCH
3. Promote Alternative And Continuing Education
Gen Z places value on alternative learning methods. Some opt out of a college degree and instead take advantage of other learning opportunities like employer-provided training, apprenticeships and online courses. Employers will need to get comfortable hiring candidates who need to be upskilled. You can remain competitive by offering professional training as a recruiting and retention strategy. - Genine Wilson, Kelly Services
4. Give Them Freedom Through Connectivity
Gen Z won’t remember a time when they weren’t digitally connected, both to people and information. This hyper-connectivity will affect the way they behave during the application process and in the workplace. Compared to previous generations, more Gen Z candidates will seek mobile-friendly job application methods versus computers, and flexible working arrangements versus commuting to an office. - John Feldmann, Insperity
5. Prove That You Can Offer Job Stability
Coming of age during a time of economic recession, Gen Z workers are more interested in job stability than many of their millennial counterparts. Research indicates they're highly competitive and more willing to start at the bottom and work their way up in a company. - Santiago Jaramillo, Emplify
6. Promote An Entrepreneurial Spirit, Diversity And Cultural Fit
We have seen that Gen Z tends to be more entrepreneurial in their work spirit, whereas millennials seem to focus more on growth opportunities. Millennials also use their peers and friends to find jobs, whereas Gen Z uses more job boards. Both value diversity and culture fit in the workplace. - Kevin Dunn, Decisely
7. Appeal To Their Realistic, Present-Focused Worldview
Gen Z candidates are likely to value authenticity a great deal. Through the lens of an optimistic millennial or Gen Y candidate, corporate policy, mission and vision may translate best through emotional, future-focused appeal. Without disconnecting from emotion, recruiters should focus on how this information resonates with a realistic, present-focused Gen Z candidate. - Kelly Lum, Highgate
8. Surround Them With Mentors And Opportunities For Challenges
Those newest to the workforce still value work-life balance, yet are more driven than ever to pursue their dream jobs. Gen Z-ers carefully evaluate and prioritize the quality of the people around them in the office. Help Gen Z hires along the way by surrounding them with people who challenge them intellectually and mentors who spur conversation and let them see the broader impact of their work. - Stacey Browning, Paycor
9. Take Advantage Of Their Uniqueness And Independence
Generation Z employees will look for more independence in their career than Gen X and millennials. Recruiters should keep in mind that these individuals will be seeking opportunities that allow them to take ownership of their positions and be their own boss. Many Gen Z individuals are self-starters and have an entrepreneurial spirit, so being unique is a key factor in their career choice. - Tiffany Servatius, Scott's Marketplace
10. Learn How To Connect Your Opportunities To Their Goals
An understanding of what drives individuals in this next generation will be key. Gen Z is uniquely positioned to solve problems, create value and innovate in ways that have not been seen before. Understanding how these opportunities tie directly to the opportunities for the type, scope and impact of work they are seeking will be critical for employers to attract and retain them. - Jeff Weber, Instructure
11. Understand That They Ultimately Value The Same Things As Other Generations
Gen X, Y and Z employees all have the same sentiments about what they want from work. They want stability, an organization that is financially secure. They want to work on projects that will change the way a company thinks. They want to spend time with their families or doing what they love. The generations are not that different in what they want or need to be productive employees. - Charmaine Smith Winters, Samsung Austin Semiconductor
