As an employer, you’ve seen the job market evolve and your company’s workforce transform. Today, everyone wants to recruit young talent, especially Gen Z (the generation born between 1996 and 2010). That’s because they are well-versed in the latest technologies, can bring a fresh perspective, and understand social norms.
Approximately 62% of Gen Zers are looking for new jobs, compared to 60% of millennials. It proves that the talent pool is filled with young blood. Even then, it’s difficult to attract and retain Gen Z talent because they have higher expectations and demands from the company.
In this blog, we will discuss a few ways to engage with and attract Gen Z employees in your company.
How to Attract Gen Z Talent to Your Company
Many believe that the Gen Z workforce is difficult to work with. But that’s because of the generational divide in companies. The thing is, it’s easy for them to make demands because they are vocal about their needs.
As an employer, you must be aware of the following aspects when attracting young talent:
Focus On Diversity, Equity, and Inclusion (DEI)
Today, younger generations dominate the workforce. As a result, DEI has become a crucial aspect for modern companies. Approximately 83% of Gen Z candidates consider an employer’s dedication to DEI initiatives when choosing a company.
The best and brightest of young workers won’t join if your company doesn’t have a diverse and inclusive culture. According to Emtrain, only businesses with a strong DEI initiative can have higher retention rates and better employee engagement.
For that, you should overcome challenges like unmanageable time spent in training and significant monetary investments to change employee behavior. Before that, you must understand a few key DEI metrics you need to track in your company:
- Diversity in employee demographics, candidate pipeline, and at the leadership level
- Equal pay, equity analysis, accessibility ratings, and promotion rates
- Employee engagement, retention, and attrition rate
To implement DEI based on these metrics, you need to set goals and bring changes to your company culture.
Offer a Flexible Working Environment
Since 2020, industries have evolved, and the work atmosphere has changed. Gone are the days of stringent 9-to-5 jobs and boring cubicles. It’s the age of flexible work hours and remote working opportunities. According to the Washington Post, most Gen Z candidates always demand flexibility and remote work opportunities.
It proves that your business cannot attract young blood if you don’t offer flexible schedules and remote/hybrid work models. Ideally, these provide a work environment suitable for Gen Z employees since they are keen on work-life balance. With a flexible and remote/hybrid model, these candidates can be more productive or efficient without compromising their lives outside of work.
That’s why employers need to create a company culture that can work in a remote Gen Z setting through online collaboration. To create a flexible work environment, establish a common work window, make the most of meetings, and use a work operating tool. Similarly, to sustain a remote workforce, you must prioritize communication, connect with the employees personally, and make them feel valued.
How Do You Retain a Gen Z Workforce?
Your journey with these employees doesn’t end once they’ve signed the contract. Instead, it begins there. These candidates won’t work to their fullest capacity if they feel underappreciated or unmotivated.
That’s why you need a strategy to help retain this workforce once you’ve hired them. For that, you can follow these tips:
- Offer career development opportunities throughout their employment.
- Listen to the issues they are highlighting and make changes accordingly.
- Focus on their mental well-being and introduce therapy programs.
- Support diversity at all costs and provide competitive salaries.
- Invest in the latest technologies to reduce manual labor.
What to Expect From Gen Z Candidates?
According to an article published in Forbes, organizations should change their old-school practices to appeal to younger generations. As an employer, you must meet their expectations by understanding these factors:
- They want to express their opinions more freely.
- They are seeking a shared experience with their work colleagues.
- These employees demand a personalized work experience.
Remember, the young generation wants to feel good about their job and create an impact on society. With these in mind, you can now change your company’s culture to retain Gen Z talent.
In conclusion, attracting and retaining Gen Z requires you to change your company culture. That’s because they have a lot of expectations that you need to meet.
For instance, your business could follow the DEI metrics and offer an opportunity to grow. Similarly, you should listen to their grievances and provide competitive salaries to retain them. Only then can you attract Gen Z candidates to your company.
