Hire and Retain Gen Z Talent

The age of Generation Z entering the workforce is upon us. In 2020, 25% of the global workforce was comprised of these young, ambitious individuals. Employers are increasingly drawn to the energy and relative affordability of ‘’Gen Z’’ and can compromise on experience in the knowledge that this age group are fast and dedicated learners.

There is no doubt Gen Z employment will have a transformative impact on organisations in the coming years. Here we’ll give you some tips on how to hire, and importantly, retain some of the best Gen Z talent emerging in the workforce.

Who are they?

Gen Z typically refers to those born anywhere between the mid-late 1990s and 2010. As with every new generation, there are new expectations and opportunities. Gen Z are often characterised as possessing an entrepreneurial spirit, prepared to pursue multiple career paths at once, value both earning power and job security, and importantly, seek technological sophistication.

Gen Z were born into tech and haven’t experienced the world without the internet. This has given them a vast perspective on the possibilities in life, contributing to their ambition but also realism. They are hyper-aware and can tell the difference between trend and utility, quickly seeing through any false façade put up by an organisation.

Whilst money matters to Gen Z, they have lived in an age of extremes, from the 2008 financial crisis to the recent global health pandemic. Job security and job satisfaction are slightly more important to Gen Z.

Hiring the best

As we’ve pointed out, Gen Z are tech-savvy and desire the flexibility technology affords us. An organisation’s technological prowess is vital for hiring Gen Z. A LinkedIn survey of 12,000 Gen Z teens showed that ‘’91% say the technology offered by an employer would influence their job choice if faced with similar employment offers.’’

For organisations, this means your website and social media platforms must be up-to-date and looking sharp. Having a good online presence is fundamental to hiring Gen Z talent. If they come across a buggy or outdated website, it will make your company seem out of touch and not an appealing place to work. For this reason, it’s important to understand how your brand is perceived by Gen Z. 54% won’t apply if they feel recruitment is dated — for example, paper-based, or having long timelines. 82% expect the hiring process to take two weeks.

It’s also good to remember that the interview process will be two way – they will be interviewing you and your company as much as you’ll be interviewing them. Gen Z applicants want more than a job — they want growth opportunities, job security, meaningful roles, and a clear path towards progression.

Keeping the talent

So, once Gen Z talent has joined your organisation, what does it take to get them to stay? Whilst this extends beyond their generation alone, offering a work/life balance is essential. Gen Z are more enlightened to the mental health issues stress causes humans, and you should recognise as they do it’s drag on productivity. This may mean offering flexible hours and working environments, and having good support for employees throughout the organisation.

Stable yet transparent leadership is more important than ever to retain Gen Z employees. Their vision for their career involves having a positive relationship with their leaders, who they can speak to freely and openly. Transparency, honesty, and accessibility are expected in their leaders.

It’s also crucial to make sure you have a good training and professional development infrastructure in place. Gen Z learn fast and are willing to take on learning new skills to increase their salary prospects. They are aware and open to the fast-paced technological environment we live in, ‘’62% believe technical hard skills are changing faster than ever and 59% don’t think their job will exist in the same form 20 years from now.’’ Showing your company is invested in learning and skills development is an important way to demonstrate your commitment their careers.

Finally, bear in mind that Gen Z are open minded. If you have Gen Z talent, make sure your D&I policies reflect your commitment to the future and are not outdated, ‘’more than three quarters (77%) of Gen Zers say a company’s level of diversity would affect their decision to work there.” Like gender, ethnicity, religion, disabilities, and sexual orientation, age considerations for the newest generation of the workforce should feature heavily in your diversity and inclusion strategy.