Every generation relates to their work differently. In some cases, young employees must adapt to longstanding workplace practices. In other instances, they can become the spark for organizational change. Companies are in the midst of catering to the wants and needs of Millennials in order to attract them.
But we’re approaching a point where Millennials will soon make up the majority of the workforce. Now is the time to focus on incorporating new tactics to attract Gen Z.
First, let’s make the technical distinction between Millennials and Gen Zers. We’ll be talking in very broad, generalized strokes here, so bear with us.
Millennials were born roughly between 1980 and 1995. They’re generally looking for personal fulfillment in their job, not just a paycheck. This results in a tendency to bounce between jobs frequently compared to their predecessors. Millennials are also strong proponents of corporate social responsibility. They have a desire to work for companies that have a positive effect on society.
Generation Z on the other hand was born between 1996 and 2015 and has just begun to enter the workforce. While they do prioritize corporate social responsibility, they’re more financially motivated than millennials. They trend toward opportunities for growth and long-term security.
Older generations tend to lump all Gen Z into the same pot with millennials. But understanding their differences is key to connecting with both demographics.
Gen Z and Millennials highly value corporate social responsibility. 3 out 4 millennials say they’d take a pay cut to work for a company that aligns with their values. Gen Z will likely continue pushing companies in a more progressive, socially responsible direction.
Regardless, organizations should start making efforts now to be more socially conscious if they want to attract young talent. This includes diversity and inclusion initiatives as well. You don’t have to go out and save the world. You can start small with “green” workplace initiatives, or making a push to hire a more diverse workforce. Gen Z is the most racially and ethnically diverse American generation yet, and they like to see that reflected in their workplaces. What’s more, there’s growing evidence that links diverse companies to increased financial performance.
The most obvious similarity between the two groups is their digital savviness. Like Millennials, Gen Zers are digital natives, if not more so because most of them don’t remember a time prior to high speed internet (feel old yet?).
Staffing companies must make a concentrated effort to meet Gen Z where they are. 55% of Gen Zer’s will not pursue or even apply for a job if they perceive the recruiting methods to be outdated, compared to 51% of millennials. These numbers will only continue to go up over the next few years, so making sure young prospects can apply for a position quickly via mobile, as well as having a modernized website are critical. Additionally, it can’t hurt to have a few younger recruiters on staff. While it’s true the younger generations value mentorship, they also appreciate somebody who they feel can speak their language.
Gen Z came of age during the recession of 2008. There’s evidence to support the idea that they may be more sensitive to financial insecurity than their immediate predecessors
Long term career development is incredibly important for Generation Z. A recent survey found that opportunities for growth ranked as the #1 priority when considering job offers for nearly 65% of Gen Z. Like Millennials, Gen Z doesn’t want to be just another cog in a machine; they want value from their work, and an ability to move up in a company. Recruiters must consider things like cultural fits and be upfront about long-term opportunities.
However, if you are a recruiter just looking to fill a contract, you need to make a concerted effort to build a rapport with your younger candidates. This is where strategies for recruiting passive candidates come into play. You can’t just show up when you have a job opening. You have to build trust that lets your candidates know that you’ll help them get the job tomorrow and maintain that relationship throughout their career.
The issue of student debt has affected nearly every aspect of our economy, but the brunt of it is felt by Millennials. The average student today graduates with around $30,000 in debt, while roughly a third of loan borrowers who graduated between 2006 – 2011 (primarily millennials) have defaulted on their loans.
Not wanting to meet the same fate as the preceding generation, Gen Z is looking for different ways to acquire the education and training they need to enter the workforce outside of the traditional 4-year college experience.
This isn’t to say Generation Z is forgoing higher education altogether.
In fact, they’re extremely educated. They’re just a bit more savvy (and cautious) about it, with nearly 90% of Gen Z saying they’ll pursue grants and scholarships to pay for a higher education. This dynamic provides an opening for all kinds of businesses. If you want to get your foot in the door with this generation, you need to prioritize benefits like tuition assistance for boot camps and certifications.
While this may seem like a risky investment, it will pay off. A 2019 report concluded that 64% of HR leaders believe there is a skills gap in the technology field, a 12% increase from the previous year. One of the ways to mitigate this growing talent shortage is for organizations to offer retraining and educational opportunities for a new generation.
While that may sound bleak, it is potentially a win/win scenario: Skeptical of traditional, 4-year bachelor’s degree, Gen Z is looking for alternative ways to learn the skills they need to participate in the workforce. Organizations need these workers if they want to remain competitive, so they’ll have to cough up some resources to ensure their employees get the training they need.
Recruiters need to be aware that not all young people are the same and some may even outright defy trends. Building a genuine rapport, flexibility, and the willingness make concessions are all crucial to attracting the next generation of workers to your organization.
Candidate experience | Work / life balance | Working with recruiters
