Generation Z makes up around 24% of the workforce. The number is expected to grow to approximately 30% in the year 2030.
The newer generation is a valuable asset in any organization — not just as a vital part of the workforce, but also in shaping up the future of the company.
They are fast-moving and fun-loving. And they add liveliness to the workplace. So how do you get in the promising Gen Z to come work for you and stay?
Read on to know what changes you can make to the way you work and get the talent of the Gen Z on board with you.
Hiring for the new generation: how to Recruit and Retain Gen Zs
Gen Z is a term used for people born after the year 1996-97 to around 2012, meaning even the oldest of them would be under 25 years of age. They are the youngest people in the workplace. They are notoriously tricky to be entertained in an office setup.
The corporate ways of the yesteryears may not be an ideal fit for them. They enjoy more flexible and vibrant working situations. They are also competitive, ambitious, and eager to prove themselves.
Having Gen Z in your team will give it a boost of youthful energy. It will also help you navigate the digital revolution that is currently happening better. This is because Gen Z is acutely familiar with the technology and digital spaces of today.
There are some little changes that you can make to your workplace to attract and make Gen Z stay with you. Tweaking the hiring process and the way you perform day-to-day operations can go a long way in making your company attract and sustain fresh talent.
Let’s take a look at some ways to make your firm a magnet for the Gen Z employee pool.
1. Liven up your career page
The career page on a company website is often overlooked by employers. It acts as a great advertisement for your company. A younger person considering your company will surely take a look at it. You should strive to make it count.
Recruitee offers some excellent examples and tips to liven up a career page in a way that attracts Gen Z. The key is to treat the page as a window inside your organization. It should reflect your work culture and what you bring to the table.
You may list out the vacant positions and the kind of people you would be looking for. Try to keep the tone of voice casual, friendly, and inviting. Refrain from adding too many slang words, as Gen Z is known to recognize such pandering.
Emphasize what makes your company stand apart. What your company culture is and how it will be a perfect fit for them. That you offer a flexible environment and value individuality. Additionally, state how you can aid them in their career growth.
2. Converse one on one
No matter the stage at which an employee is in their journey with your company, try to converse with them on a one-on-one basis as much as possible. Most of the Gen Z have very limited experience working in an office.
It is natural for it all to feel overwhelming. As a leader, you initiating conversations in a personal, inviting way is sure to help them feel grounded. It also makes them feel appreciated and valued.
Though it can be time-consuming, there are many ways to manage them. A 1:1 template for meetings helps you sort them out much more efficiently. You can schedule many more meetings at the same time with the help of a template.
You may use a one-on-one setting as much as possible, be it hiring interviews, performance reviews, or project take-offs. Such a setting allows you to break the ice with them, so to speak, and loosen them up so they speak their mind with ease.
3. Be flexible
More than half of the Gen Z applicants will not apply for a post if the hiring process is too cumbersome. That is, it involves lengthy paperwork or is just long in general. The hiring process should be short to save everyone’s time.
You should clearly list the steps in the hiring process. Moreover, the process should not have any rigid steps such as, say, an applicant physically mailing you a CV. Take advantage of the technology and make the process flexible.
You can make the process easy by accepting applications that come through replies to your job postings, your website, and email responses. Proving better digital alternatives makes the process seamless and flexible.
You should not restrict this approach to just the hiring process, but to the way you operate every day. Allow employees to work and communicate the way they want instead of fixating on trivial formalities as long as they don’t overstep any boundaries.
4. Practice inclusivity
This is something you should be doing anyway. Gen Z has been a huge proponent of inclusivity and diversity in all walks of life. And around half of them believe that employers aren’t doing enough for the cause.
Highlighting on your website, careers page and job posting that you welcome practice inclusivity is a great way to catch the attention of the Gen Z talent. Tweaking your work conditions to suit differently-abled people may be easier said than done.
But it is surely worth the effort. It brings you a wider pool of talent — especially from Gen Z. Moreover, it brings you more experience, wider viewpoints, and innovative ideas for performing tasks.
You can certainly start small with things such as allowing religious holidays, and clothing pertaining to communities. You may also ask your team for suggestions about improving your inclusive practices.
5. Promote work-life balance
Providing a good work-life balance to your employees is amongst the top three challenges for employers today. The lines have blurred even more so with the remote working conditions in the wake of the pandemic.
As a team leader, it becomes your responsibility to oversee that your employees are not overworked. The most important step in this direction should be to set work boundaries. You may define a day’s work by the output or time put in.
Whichever you choose, make sure you follow it. This allows younger people to not get consumed in work and separate it from their life outside work. This schedule can be flexible without overlapping with one’s personal life.
Teach them the importance of maintaining a social life. Give them reminders to treat themselves. Arrange for mental health counseling at your office and encourage voicing one’s concerns instead of bottling it all up.
6. Make work fun
One of the things that drive the younger generation away from corporate life is the perceived dullness associated with it. To make a Gen Z talent stay with you longer, you need to make their time at the office eventful.
This may seem like a chore but it really doesn’t have to be. Small changes like allowing casual clothes or perhaps tattoos — if you are okay with them — go a long way in making younger people comfortable with their surroundings.
Moreover, you can organize fun activities every fortnight or month where people can relax and be themselves. You can go over and above and take them to trips and dinners. Parties for special occasions are also a welcome treat.
You may also give bonuses and gifts to encourage employees. These little activities keep the office life happening. It fosters a positive environment where people are comfortable and willing to perform better.
7. Help them grow
Contrary to popular belief, Gen Z employees are competitive and ambitious, even though they like to be flexible and relaxed. Helping them grow as an individual is an excellent way to both attract and retain young talent.
You may give them performance reviews and suggestions to improve themselves. You can also enable them to attend classes, seminars, and training to help them better their craft. Moreover, you should always encourage them to do their best.
This king of encouragement nurtures loyalty in the employees. They receive appreciation and can see that their company views them as a valued employee. Moreover, their company is helping them grow as an individual.
The career growth they receive with you will likely keep them loyal to your company. They would be motivated to achieve more in an environment that is nurturing, positive, and cares about their well-being as valued members of the group.
Conclusion
Gen Z is the next generation of the workforce. It is shaping up to be more lively, diverse, and unique.
Hiring such talents brings a breath of fresh air to your setup. Not to mention an authentic understanding of the digital revolution that is simply invaluable in today’s times.
You need to be your authentic self to attract Gen Z to your company. Be flexible and inclusive.
Value output and efficiency over arbitrary formalities and try to introduce better work-life balance to make them stay.
Let us know in the comments what you think is the best way to recruit and retain Gen Z.
