Dec 4, 2019
Did you think you just needed to worry about attracting millennials to your company? OK, Boomer. There's a new kid in town and it's time you meet them. As Generation Z enters the workforce, these "tech native" 20-somethings and teenagers have their own thoughts about what they want from employers.
Generation Z came of age during the Great Recession so the first factor is fair compensation. Over 50% of Gen Zers across the globe say pay is the most significant factor when applying for their initial full-time position. The older the Gen Z individual, the more pay becomes a factor in job determination. Additionally, Generation Z is looking for a stable but flexible work environment such as the opportunity for remote work and flex time.
Communication comes naturally to Generation Z and they are looking at how you communicate as an organization. Are you delayed in responding to a new recruit? Expect that to be a red flag with your Gen Z prospect. Are your internal application portals up to date or do they look dated? A negative user experience by Gen Z can be interpreted as a tell-tale sign of your company culture. They will look at your user reviews on sites like Glassdoor and Yelp. Negative reviews can be costly, especially when there is no discernable reputation management strategy. It isn't necessarily about the negative reviews themself, but more of how your company's response is delivered. In short, Gen Z is looking for authenticity, stability, and flexibility.
Can you deliver that? Sure you can! Generation Z is looking for direct and constructive feedback on their job performance and opportunities for upward mobility. Does your organization have a process for mentoring future leaders? Do your leadership and organizational culture create a supportive, inspiring, and empowering working environment?
If you thought you had figured all you need to know about how to attract and retain millennials, well there is another generation you must master. Generation Z, which are early 20 year-olds and teenagers, has their own ideas about what they want from employers.
“If you want to be an employer of choice for Gen Z, compensate them fairly, ensure that they genuinely care about the job you're hiring them for and provide them with the necessary training and flexibility so they can succeed without sacrificing their personal lives,” said Dan Schawbel, research director at Future Workplace.
“Managers that are supportive of Gen Zers’ needs, mentor them, and allow them to bring their full selves into the workplace will hold onto their workers longer and inspire them to do their best work,” Schawbel added.
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