Talent Procurement for the Younger Generation — How to Attract Gen Z

11th April 2022

It’s an exciting time to be in the people profession with such multigenerational workforces, from traditionalists and baby boomers to Generation X and millennials. Those aged 25 and above make up over 50% of the global workforce today, however generation Z (Gen Z) are making their way in.

Gen Z were born between 1997 and 2012 and are the largest generation ever recorded, comprising 32% of the total global population, which is almost 2 billion people. By 2025, it is predicted that almost 27% of the global workforce will be Gen Z. 

As more young people prepare to join the professional world, it’s important to not just acknowledge the ways they view working life but start making changes to accommodate those views. After all, happy employees are the key to a successful business.

In this article, we answer the question, “What does a Gen Z workplace look like?” We’ll discuss what young people prioritise when looking for a job and how HR teams can attract the most talented employees from this hyper-connected and tech-savvy generation.

The ‘job-ready’ generation

Members of Gen Z were just beginning their career journeys when they were furloughed or sent to work from home as the pandemic escalated and economies shut down.

Collectively, this group is experiencing the greatest national trauma since the Great Depression and World War II, just as they’re preparing to enter the world of work.

However, despite global halts to education over the last 2 years, Gen Z are predicted to be the highest educated generation in history, with 1 in 2 of them expected to obtain a university degree. They may, in theory, be the most job-ready generation, but the way they view work is very different.

The rise of the ‘gig worker’

The talent pools are getting bigger, but keeping that talent in one place is getting harder. For example, ‘job-hopping’ culture has been a growing phenomenon for millennial workers and is expected to continue in generation Z.

Gone are the days of leaving school, starting a family, finding a stable job and staying there for 20 years. In fact, studies have found that people between the ages of 18 and 34 are likely to spend less than 2 years in a job.

Studies show that young millennials and Gen Z care more about ethics, company culture, flexibility, freedom and company benefits when looking for a job. Make your business a more enticing place to work by focussing on 5 main areas:

  • Work-life balance
  • Fair benefits and entitlements
  • Wellbeing support
  • Diversity, equity and inclusion
  • Company culture

Work-life balance

Work is no longer restricted to the four walls of an office. Allow employees to work remotely if the job permits it. Their productivity is more important than their presence in the office. Not embracing the work-life balance may lead to reduced productivity, burnout and loss of talent.

Benefits and entitlements

Benefits such as paid time off, mental-health days, or activities that create a sense of community, are essential for Gen Z. That means organisations should consider what they can offer that encourages a healthy lifestyle and greater wellbeing.

Creating opportunities for growth, exposure, and learning also shows that you have employee interest at heart, making them more loyal to you as an organisation.

Wellbeing and support

Gen Z has been named the generation with the highest rate of mental illness, with 70% saying that anxiety and depression are significant problems among their peers.

Offering monthly counselling sessions in a private and judgement-free environment can help employees understand the cause of their own stress, and find steps to manage and reduce it. 

Designated wellbeing days are a great tool to show employees that they are supported. If a member of your team wakes up one morning feeling unmotivated, unproductive or in a low mood, they can take a day to recuperate without using their annual leave.

Diversity, Equity & Inclusion

Diversity matters to Gen Z through many dimensions, not just isolated to race and gender but also to identity, sexual orientation and disability.

Examples of promoting diversity, equity and inclusion in the workplace include:

  1. Becoming an equal opportunities employer and pledging to edit policies that maximise equality, diversity and inclusion.
  2. Acknowledging religious and cultural holidays by sharing happy wishes in a company communications. .
  3. Celebrating successes of all kinds to make everyone feel valued.
  4. Using inclusive language when releasing reports or company statements to make everybody feel seen.
  5. Holding employee forums to encourage collaboration and boost team morale. 

Read our article about The Importance of Diversity, Equity and Inclusion in the Workplace to find out how you can create a space that is welcoming, supportive and inclusive for every employee.

Company culture

If you want to get the best out of your Gen Z employees, give them a voice. Young people want to make an impact, so listening and letting younger team members voice their opinions helps to motivate them. 

The world is advancing with technology, and Gen Z are the ones who know more about it. Tap into their technological knowledge to make them productive and also feel heard.

Encourage multi-generational work with Trickle

Worried about keeping up with generational changes? Trickle can help you engage with your employees to ensure you’re meeting their needs and expectations as society changes. 

  • Activity feed — this is your place to have open and fun group conversations. This instant messaging tool gives everyone space to socialise, discuss news, talk about trending stories and share videos.
  • Fist Bump — this is a great way to celebrate achievements and foster a culture that encourages new ideas and innovations.
  • Shout Abouts — these spread positivity and boost engagement by sharing important company news and updates.
  • MoodSense — this lets you gauge employee feelings in real-time, helping you identify aspects of the workplace that might need changing or refreshing.
  • Flares — these allow employees to anonymously flag any issues they’re experiencing, from stress and anxiety to team conflicts.
  • “How Was Your Day?” — this feature poses a simple question that when answered, gives HR an idea of how happy people are feeling. Asking employees how they are is the first step in making progressive change that will benefit them long term.

Find a comprehensive guide to all Trickle’s features here. Book a free demo today.

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