Gen Z makes up 32% of the world’s population, and it’s expected that about 60 million job seekers will burst onto the job market in the next ten years. Having grown up in a world saturated with technology and internet culture as well as a time of steep economic ebbs and flows, hiring Gen Z requires understanding the unique needs and drives of this generation.
It’s time to think about your strategy for recruiting Gen Z if you haven’t already, as their idea of an ideal work environment is a bit different than that of the past. Let’s take a look at what you need to know about attracting and maintaining Gen Z employees.
Who Is Generation Z?
There isn’t total agreement on when exactly the range for belonging to Gen Z begins and ends, but a commonly proposed concept is that Generation Z is comprised of people who were born between 1995 and 2012.
Gen Z is the first generation that is considered to be “digital native.” Millennials were “digital pioneers,” growing up at the same time that social media and technology were radically changing our lives and work. Gen Z, on the other hand, was primarily born into a world where social media was the norm and information was always immediately accessible.
While all generations are made up of unique individuals, there are definitely some generational trends that emerge when looking at this group of people who range between 10 and 26 years old in 2021. Here are some of the characteristics that have been identified as relating to Gen Z:
- Financially focused
- Entrepreneurial
- Technology-focused
- Social both online and offline
- Competitive
- Open-minded in certain respects
- Enjoy working independently
- Desire to be heard
Because of the quickly changing world we live in, the gaps between generations are quite large. This means that Generation Z recruiting looks different when dealing with younger generations versus generations of the past, such as the Baby Boomers.
Recruiting Generation Z: What Gen Z Wants From Work
If you’re wondering how to attract Generation Z employees, you’re going to need to learn what it is they are looking for from a job and a career. As we analyzed Gen-Z recruiting trends, we realized this was a group that grew up surrounded by technology and information while also riding a pretty extreme economic rollercoaster. Based on our research, these were the top items Gen-Z candidates sought after:
(Are you wondering what character traits to look for in applicants? Check out this article.)
Flexibility
Gen Z expects that a job offers flexible work options. This means the opportunity to work remotely or have a choice where they work, as well as an understanding that there is some schedule flexibility.
Teamwork and Company Culture
If you’re wondering how to recruit Gen Z, you’ll want to focus on building a sense of being part of a team and energetic company culture. With more and more people working remotely, it’s more important than ever that workers feel like they are a part of something working toward larger goals.
Millennials have proven to be very interested in finding a company culture that suits them when on the job hunt. Gen Z recruiting trends point to a similar emphasis on desiring a good fit when it comes to the company culture.
Work-Life Balance
What does Generation Z want in a job? Well, honestly, they want a job that isn’t going to take over their lives.
Work-life balance is important to Gen Z in their career track and job. This generation wants to work for companies that don’t cause a big deal if they need to have a doctor’s appointment or have an emergency at home they need to deal with. Gen Z wants to work for a company and with people who understand that we are all human and have real lives.
In addition, people are pushing back on the intrusion of work into their “off” time. Increasingly, it is attractive to young job seekers that there is an emphasis on being “clocked in” and “clocked out,” rather than an expectation that you’re responding to an email from your boss at 10 p.m. on a Friday.
Growth
Another aspect of how to attract Generation Z employees has to do with providing opportunities for growth. This generation is more concerned about where a job could get them than the actual job title itself. Having lived in a time of great uncertainty, Gen Z wants to know what their potential for career advancement is.
Social Awareness
Gen Z has proven itself to be very concerned with whether or not the corporation is committed to social responsibility. This has to do with both social and environmental issues.
Mentorships
Mixing members of different generations within the same team is another strategy for attracting and maintaining Gen Z employees. This allows the younger generations to learn from older generations and help them form their career and life goals.
Job Rotation
Members of Gen Z are particularly interested in having the chance to rotate through several jobs while they are in their first few years with a company. This gives them the opportunity to figure out which particular role they are most interested in pursuing in the long run.
Hiring Gen Z: How to Recruit Gen Z for Your Company
The workplace is an ever-changing environment, and companies are already focusing their recruiting practices based on the preferences, needs, and desires of Generation Z. When you hire someone, you want to know that everyone will benefit from the arrangement and allow both the employee and your company to reach its full potential. By understanding what Gen Z is looking for in a career, you can attract and keep the best of the best.
If you’re ready to get serious about hiring Gen Z at your company, our AI-powered platform might be just the thing you need. It finds the common thread between your top employees and incoming applicants, ultimately enabling you to make better hiring decisions and improve employee retention. Sprockets even offers free job posting, tax-credit screening, virtual recruiters, and more. Schedule a free demo today!