There are over 69 million Gen Zs in the United States, and they are set to become a dominant force shaping the future of work. With over eight million jobs currently unfilled in the United States, attracting Gen Z talent has never been more critical for companies looking to stay competitive.
Talent acquisition leaders need to understand what drives this generation before they can effectively recruit and retain them. That's easier said than done, as this group of professionals have very different expectations, beliefs, and behaviors than previous generations of workers.
Gen Z is highly self-aware and holds employers to a high standard. This demographic also describes themselves as "anxious," which could be problematic for businesses with unengaging and unnecessarily tedious hiring processes. The bottom line is that hiring professionals need to approach this group differently.
Here's a look at four key aspects of Gen Z's attitudes toward work and what talent acquisition leaders can do to engage with this new generation of talent.
The upcoming group of workers was born during a time of economic uncertainty. Their experiences have shaped the way they view work. High inflation rates and student loan debt have added to their stress. Stagnant wage growth has also played a key role in shaping Gen Z's views toward work, making financial security a top concern.
Members of this demographic do care about work perks that will contribute to a healthy work-life balance and overall well-being. However, businesses must be transparent and upfront about the most important aspects of a position, like pay and benefits. Company culture is also important. Gen Z job seekers want to know they’re entering a workplace with similar age groups and expectations.
According to a survey conducted by Adobe, 85% of recent and upcoming post-secondary graduates are less likely to apply for jobs when the company does not disclose the salary range. This generation values honesty and expects companies to be upfront about their offer. They are keenly aware of pay equity issues and are more likely to seek employers who are committed to closing wage gaps.
Talent acquisition leaders must offer competitive salaries and be honest about compensation packages to attract Gen Z talent. Companies must also ensure pay equity across their workforce, as the next generation of workers won't hesitate to move on if they are being compensated unfairly.
Gen Z's digital upbringing has made them very comfortable with technology. They expect a tech-first approach to extend to their work environment. Specifically, a large portion of this demographic expects their employers to offer remote or flexible work options—75% of Gen Z prefer a fully remote option.
The generation values control over where and when they work. They don't simply want to operate remotely. They also desire flexibility regarding hours and times to tailor their professional responsibilities to align with their needs and preferences.
Merit-based positions where employees are paid for completing allotted work can also be appealing. Businesses can use this format to reward individuals who operate efficiently and wisely use their time.
Talent acquisition leaders must recognize that offering flexibility will be key to attracting and retaining Gen Z talent. While some roles require a hybrid or in-office presence, hiring professionals can still provide the next generation of workers with some flexibility when filling these positions.
For example, hiring professionals could explore four-day work weeks or non-traditional hours. Offering shifts starting later in the day could appeal to night owls while helping employees avoid rush hour traffic. These strategic adjustments can go a long way in making positions more appealing to Gen Z and allowing employers to fill critical vacancies.
One of the most important aspects of the youngest worker generation's mindset toward work involves their desire to find employers whose values align with their own. A survey found that 77% of Gen Z respondents consider it "vital" to work for a business with values that match theirs.
Younger workers are skeptical of mission statements without substance. They have grown up in a world where societal issues like social justice and sustainability are front and center, and they expect the companies they work for to take meaningful action on these issues.
Employers can no longer treat corporate responsibility as optional. Younger workers want to partner with organizations that align with their values and demonstrate a genuine commitment to making a positive impact.
Talent acquisition professionals must ensure organizations live out their stated values and share their excellent work with potential candidates.
If a business claims to be environmentally conscious, it should showcase efforts to reduce its carbon footprint. Likewise, companies that are outspoken about diversity and inclusion need to ensure they are showcasing these stances in marketing, job postings, and all other public-facing activities.
Gen Z talent has advocated for mental and physical wellness. They prioritize these concerns when exploring job opportunities and determining where to work. Wellness-related concerns are also a driving force behind quitting.
During a 2022 survey, researchers asked Gen Z candidates what would lead them to quit their jobs. Roughly one out of five said they would quit over inadequate health insurance. Around 42% of respondents stated they would quit due to poor work-life balance or burnout. The concept of burnout is apparent in the younger generation. Gen Z, unlike Gen X and older generations, have less bandwidth for dedicating themselves to the 'grind' when they feel their mental health is at stake.
The sacrificial attitude of baby boomers and Gen X workers has been overtaken by greater self-awareness and prioritization of one's needs. For instance, 44% of Gen Z workers agreed that they put their needs above those of their company.
Businesses need to foster a culture of wellness while supporting a healthy work-life balance to engage Gen Z candidates. A company can achieve balance by offering mental health resources and creating a safe place where employees feel supported and respected.
A wellness-centric work environment will manifest differently depending on a company's industry and the type of workforce it manages. For example, a business that uses an in-office model could incorporate physical movement into the daily routine, encouraging employees to get up and get their blood pumping.
Remote or hybrid businesses can still prioritize well-being. They can offer remote counseling services or provide members with stipends for gym memberships. By prioritizing Gen Z worker wellness, companies can attract the next generation of professionals and build trust.
One of Gen Z's most important traits is their realization that learning and development should never stop. This generation is passionate about ongoing skills development and becoming masters of their chosen crafts.
Researchers found that 87% of Gen Z undergrads consider learning and development benefits essential when evaluating job opportunities. This up-and-coming class of professionals wants the chance to expand their skills and become better at their jobs. They see these opportunities as foundational to career success.
Hiring professionals can attract and retain younger workers by creating and communicating clear career progression paths. TA leaders should showcase what their companies do to promote ongoing development, such as offering mentorship programs and encouraging peer-to-peer learning.
Gen Z brings valuable skills, particularly in technology and adaptability. Companies that recognize and leverage these strengths can use the next generation of workers as a foundational cog in their push for continuous improvement.
Suppose an organization is in the midst of a digital transformation initiative. An injection of Gen Z talent can help reinvigorate the workforce and encourage the adoption of new ideas and technologies during the transformative process.
Gen Z has been raised on and with rapidly advancing technology, which also lends itself to the notion that 'experience' comes from employers taking a risk and hiring someone willing and able to learn, rather than someone who has been in the field for longer. This generation is a very adaptable demographic. Companies must use this to their advantage.
Generation Z has already begun to change the workforce landscape. With millions of Gen Z workers entering the talent pool annually, TA leaders must adapt to attract and retain young professionals. By understanding their priorities, hiring professionals can tailor their job postings and applicant acquisition funnels to resonate with this new generation.
Employer marketing is also an important aspect here; Gen Z prioritizes the overall attractiveness of a company–a corporation that can prove it is also adjusting to the changing landscape. An employer must market itself as appealing and contemporary to the younger generation.
Businesses must focus on more than just changing their processes. To remain competitive, they need to make technology a foundational part of their talent search, engagement, acquisition, and retention strategies.
The workforce is changing at a blistering pace. Are you keeping up?
Recruitics and our solutions suite can elevate how your talent acquisition team finds, connects with, and screens Gen Z candidates. Our digital-first approach to talent acquisition merges concepts from marketing to hiring, creating engaging experiences appealing to Gen Z job seekers
_
Ready to learn more? Contact Recruitics to discuss how our solutions complement your Gen X talent management strategy.
