Generation Z: The Challenges and Benefits of Hiring the Newest Wave of Job Seekers
Accurately described as “digital natives”, Gen Z (that is the audience of individuals born after 1995––or 1997, depending on who you ask), much like their millennial counterparts, have always been connected to the internet. Encyclopedias, fax machines…they’ve never heard of ‘em. Yes, this emerging section of the workforce presents a unique perspective––one that is heavy on change, adaptability, and a keen interest in and embrace of new technologies.
This article takes a deeper look at the misunderstood generation: Generation Z. What are these young jobseekers looking for? What elements of the traditional workplace do they crave––and which would they rather avoid?
Some of the challenges faced by companies when employing Generation Z
Not only has this latest generation of jobseekers never gone without the World Wide Web, but they have also experienced significant paradigm shifts when it comes to schooling and work. The global COVID-19 pandemic was a game-changer in more ways than one for Gen-Zers. And if you think that the “return to normalcy” has been an adjustment for millennials and Gen-Xers, imagine what it must be like for the post-2000s audience, many of whom graduated from college, ready to work, in 2019––only to discover that the world would be shutting down and that their first workplace experience would take place behind a Zoom screen?
For all the grief Gen-Zers get, a lot of it is understandable. The concept of working in an office, commuting back and forth to the same location five days a week is genuinely baffling to some 21-year-olds. And it’s mostly because they have been forced to be flexible.
Gen-Z audiences also possess a markedly entrepreneurial ethos. Many are not content with the idea of working for the same boss, at the same company, for decades. Their shared resourcefulness (on top of their qualifications and education) has made them exceptionally self-motivated. And this is a good thing for employers. Gen-Zers are in tune with emerging technologies. They are adaptable, collaborative, insightful, and inquisitive, and many of them think on their toes. These are all qualities that business owners and other employers should take notice of.
What is Generation Z looking for in a career?
Recruiting Gen-Zers should be a top priority for employers and HR professionals everywhere because these jobseekers possess skills and talents––not to mention a singularly unique work ethic––the likes of which haven’t been seen in any previous generation (you’ll learn why after reading some of the points below). The best way to attract Gen-Z talent to your organization is to focus on as many of these elements as possible:
Lead with your company’s culture and values––and live up to them every day >
Gen-Zers love a brand that stands for something. No matter what the industry, a business that operates with transparency and a strong set of company values will appeal to just about every qualified, hard-working jobseeker born within the last 25 years. It’s almost a guarantee. What Gen-Zers tend not to love too much is when companies fail to practice what they preach. The term “quiet quitting”––where an employee decides to shift their work performance into neutral, resulting in a bare-minimum work output that is subtle enough to go unnoticed right away––was coined by Gen-Zers for this very reason.
Attract young talent to your business because you believe in something––and keep them there because you inspire them to feel the same way.
Provide remote and/or hybrid work options >
Flexible work hours are the new norm. Gen-Zers are always on the lookout for remote/hybrid work options because they place heavy importance on physical and mental health over office burnout. The pandemic has shown many of this generation that work can be accomplished on time, on budget, and with minimal hiccups––even if performed at the cottage, on a weekend trip, or just during off-hours. It’s not the end of the world how staff complete the work, as long as the work is completed. And Gen-Z really values such trust.
Provide mentorship programs >
Mentoring programs are a great draw for Gen-Z talent looking to climb the corporate ladder (or at least to get their start on a low rung). Having a dedicated influencer in the office whom younger hires can look up to and connect with can demonstrate that a business is not only serious about professional development, but that they are also committed to fostering growth within an inclusive and positive workplace environment.
Don’t let employees flounder in the same position for too long >
Employers need to understand that Generation Z is not like the Baby Boomer group. The idea of working steadily at the same job for 30 to 40 years is no longer the norm. But this does not mean that younger hires are disloyal. For business owners hoping to attract Gen-Z talent––and keep them engaged and motivated––it is essential to offer plenty of room for career advancement. Whether such offers include lateral growth opportunities, salary increases, or a chance to take on more responsibilities under a new title. Nobody wants to feel as though they are stuck in a rut. Give your employees career options that align with their ambitions and drive.
Provide solid benefit packages and office perks >
This might seem easier said than done. But another important element to retaining Gen-Z talent is to keep them happy with things other than a salary and the occasional office pizza party (trust us: every Gen-Zer would rather have a reasonable, competitive wage increase than a pizza party at the office. Pizza never solves any problem).
The next best thing to salary is having a competitive benefits package that offers unique advantages that younger people truly care about. Things like:
- Flexible work hours, including remote work opportunities and job-sharing
- Attractive health and wellness benefits
- Additional vacation days, commissions, or a performance-based bonus at the end of the year
- Skill-building programs that enable real career development opportunities
These steps are fundamental in ensuring that all employees remain productive in the workplace while also feeling valued. Some smaller businesses may not be able to enact all of the above, but dedicated workers will stick in for the long haul if treated as though their personal lives matter.
Offer continual training and development opportunities >
Not just an incentive for attracting and retaining Gen-Z audiences, but something to consider for all employees, companies should be leaning into the value of on-site training and development programs. The costs associated with such actions are minimal and the ROIs are well worth any spend.
By encouraging employees to hone new professional and interpersonal skills, including keeping informed of growing industry trends and technologies, you are training your staff to be at the top of their game––and when employees are knowledgeable and adept at problem-solving, they feel empowered to do more and take their collected skillsets further within the company. Which can only be a good thing.
Promote your company's approach to sustainability >
As you’ve come to discover, millennials and Gen-Zers value many things about workplace culture that their older counterparts may be immune to. They not only place a strong emphasis on how companies treat their employees but also how companies treat the world around them. Companies that are transparent and dedicated to various social and environmental issues are very attractive to Gen-Z audiences, because they too want to leave their mark on the world, but not at the expense of damaging it.
Such initiatives in the workplace––recycling programs, buying carbon offsets, using renewable energy sources during business hours––are greatly appealing and can demonstrate to job seekers that your company is not only a great place to work, but a great brand to stand behind. Gen-Zers will appreciate this and, most likely, remain committed and loyal.
Emphasize your company’s commitment to wellness and mental health initiatives >
We’ve touched on it before, but it’s worth repeating. Mental health is a major concern for people under the age of 30. Many of them have been through a lot––and the prospects are still not that rosy for many of them (from the unaffordability of housing to global conflicts to social issues like LGBTQIA+ and racism). All of these factors can weigh heavily on the minds of your staff, and they can have a deleterious effect on productivity and employee retention. And you do not want to be known as the owner of a company that doesn’t appreciate and value the safety and well-being of your people.
Consider implementing various physical and mental health resources within your organization (above and beyond providing health benefits). Simple things like an onsite meditation room, yoga classes, mindfulness retreats, and a dedicated fitness center or gym. These help to strengthen workplace culture while also encouraging productivity and happiness.
Establish and maintain an inclusive work environment built around respect >
No matter what the generation of your office environment, respect goes a long way with everybody on the payroll. Let employees know that your company goes out of its way to create an extended family of inclusivity and mutual appreciation for every aspect of day-to-day work life. Whether it’s the small wins or bigger picture type of stuff.
Make sure that management and supervisors at all levels are practicing respect: respect for others, respect for opinions, and respect for processes. Celebrate diversity, encourage conversation (even uncomfortable ones)…foster a workroom that is teeming with openness and understanding. That is how you retain loyalty among staff.
As often as possible, be sure to:
- Encourage honest and open dialogue at all times
- Expect multiple perspectives in the workplace
- Have a senior team that leads by example
- Push for a singular culture of collaboration and togetherness
- Celebrate successes––big wins and little ones
- Listen, always
- Demonstrate appreciation for good work
These minor gestures can not only have a monumental impact on work productivity and office morale, but they set the groundwork for a healthy company overall––one that audiences from this generation and beyond will gravitate towards.
Encourage feedback and let staff know that their opinions matter >
One of the most important strategies any company can adopt––especially when dealing with millennial and Gen Z employees––is to allow them all to feel seen and be heard and valued. This might fall into a category that some bosses might consider too new-age-y or warm and fuzzy (after all, there is work to be done!) However, it is never a bad idea to let your staff contribute to the greater conversation. It not only benefits the company overall, it provides individualized attention that can be translated as value, which many will interpret as genuine care.
Bosses: show your Gen-Z workplace that you appreciate their thoughts and ideas––conduct surveys, enact focus groups, elicit direct feedback via email or phone, or during town hall sessions and social events. Discover what is going on within your organization. But do so without creating a foreboding presence or coming across as micro-managing.
And don’t worry. Gen-Zers will often be the first in line to share an opinion about where progress can be made, or when something is truly working for the better.
Generation Z: The Challenges and Benefits of Hiring the Newest Wave of Job Seekers
There you have it! An in-depth look at the challenges and benefits facing employers who are looking to hire candidates from the Generation Z pool. Creating an inclusive and transparent workplace that features ample room to grow and, above all else, a flexible work-life balance, may seem like a lot to accomplish. But much like the Gen-Z journey, employers will really have to adapt to these ever-changing processes in order to lure employees from the newest work-age generation. As a result, companies should notice a sharp increase in motivation, job satisfaction, and employee retention. It’s in everybody’s best interest to adapt to ––it’s not, contrary to belief, something to fear.
