How to Write a Better Job Description for Gen Z

One way that anyone who is hiring Gen Z can make a difference in the results – today – is to look at your Job Descriptions and see how they need to be rewritten. Are they totally clear about the job expectations? Or are there assumptions about new employees learning about the work culture once they arrive?

What do I mean by this? One of the best ways to see what Gen Z employees are complaining about to one another is to look at Instagram accounts.

For example, there’s an account (and a podcast) called “Not in the Job Description” (Link: https://www.instagram.com/not_in_the_job_description/ )? On Spotify here: https://open.spotify.com/show/6RC9GbJeZVZp7UTP8PjZjD - with episodes going back to July 2022.

While not everything can be put into a job description, it’s critical to put the important items, especially if they are part of the work culture. For example, if employees are expected to answer emails and texts over the weekend or after work hours, these can be seen as “beyond the job description.”

Many older workers will argue that “that’s how things were done” back in their day. And while that is true for many of us (myself included), Gen Z has seen how an employee going “above the beyond” the job description doesn’t serve them (or their families) well.

Here are just some of the examples they cite, which they lived themselves or saw in their parents:

• Missing their children’s sports practices or games because they are working after hours or on weekends.
• Not being able to go to family events (weddings, birthdays, etc.) because they were called in to work, or working late.
• Losing time off because they took personal or vacation time to go to medical appointments.
• And after losing out on their personal lives, these parents were let go during the Great Recession, or were forced to “retire early” as they approached the age of 60.

After seeing how “going beyond the job description” did not work out for their parents and friends, Gen Z is determined not to be taken advantage of by their employer. Here’s the advice that I give people now, when I present, that can be done immediately:

• What are the real hours you are expected to work? To be in the office? To be online?
• ?Are you expected to respond to emails and online messages in the evenings? On the weekends? When you’re on vacation?
• Are you expected to work weekends for a special project, conference, or event?
• ?Are you expected to do team-building activities after hours? Or during the weekend?

If you expect more than what’s currently in the job descriptions you’re sharing, it’s a good time to rethink how these jobs are defined. Once you’ve been clear about your expectations, those you hire will know what’s expected of them and will have said yes already to those commitments. ?

Not sure about your job descriptions? Reach out to me and let’s talk.