Four Things to Keep in Mind When Hiring Gen Z
What we have known to be true about hiring the Millennial workforce is not the case for Gen Z. Here’s what you need to know to help you recruit the best talent for your company. For those looking for a VMS solution for hiring and retaining talent, sign up for a demo.
Did you know as of 2020, Gen Z already makes up 24 percent of the global workforce? That means hiring managers and HR professionals need to reevaluate the way they recruit and hire this generation of workers, if they haven’t already, who have different values and motivations from the Millennials who came before them.
So, who is Gen Z and what’s important to them when it comes to their job search? Let’s dive in.
Gen Z and Technology
This generation has not lived in a world without technology, barely remembering a time before Facebook, Instagram, and Twitter. Growing up, computers in the home were as commonplace as televisions and refrigerators.
Delta Technologies surveyed 12,000 Gen Z students and found that 91 percent will take technology into account when facing multiple job offers. This includes how employees communicate, with email, text messages and video calls ranking high on their list, according to a study by recruiting company, Yello.
Yello also discovered that 54 percent of Gen Z’ers won’t even apply through an outdated recruiting method.
Investments in digitization and automation of processes will help to attract and retain this talent, while making business more efficient, says Matthew Wagner, SVP and General Manager – EMEA at SimplifyVMS. “Employers need to balance this digitization and automation with also keeping critical human touch points as part of the overall landscape of the employee experience.”
Not only is this generation the most tech savvy, but they are also accustomed to using social media platforms to advance their causes, learn about company and brand’s ethics, and grow their sphere of influence.
We will see a greater push to balance injustice, with an expectation that employers become equitable, diverse, environmental, and ethical, says Justin Barner, Product Manager at SimplifyVMS says. “The key is to avoid making empty promises and instead provide a means by which actions can be taken with measurable impacts to personal goals, professional goals, and the betterment of the community.”
We may even see a trend of attempts to “gamify” careers with a push for greater transparency in the workplace, Barner says.
Wagner adds that companies investing in purpose-led initiatives now will win out on attracting talent. “Today, companies have a lot more visibility and they need to deliver on important initiatives to keep a competitive advantage.”
Desire for Diversity
Gen Z is also the most diverse and best-educated generation. According to the findings by Yello, lack of diversity is a deal breaker for Gen Z. The results show that more than two-thirds of Gen Z’ers wouldn’t accept a job offer from a company that wasn’t diverse. They also found that 78 percent would look for new jobs if they started at a company and found it lacked diversity.
This generation defines diversity as not only race and gender, but also age, personality, sexual orientation, disabilities, education and more.
The Gen Z Personality
What we know for sure is that Gen Z can’t be lumped into one category, which is made clear in this EY report on how there are many contradictions in this generation. They have grown up in a polarized world, which has led to some being ambitious entrepreneurs while others more carefree about their careers. This generation, for better or worse, is oftentimes defined by being big dreamers but without the drive to pursue those dreams, while others are great strivers and perfectionists to the point of burn out.
What’s important to note is the majority do seek out independence, care deeply about making a difference, value authenticity and connection, and are looking to learn and grow. They not only want to work toward a future goal, but also need to enjoy the work they do day in and day out. They won’t remain loyal to a company that doesn’t align with who they are.
Once an organization has successfully hired a Gen Z employee, it’s important they understand the reasons they’ve joined the company in the first place and to help nurture their growth and provide them with meaningful work throughout their time there. Keep two-way communication alive and well and pay attention when this generation has a request because they may jump ship if it’s important enough to them.