Recruiting Gen Z Talent: Best Practices to Hire and Retain

While the entire world struggled through the pandemic, research emerged that among all employees, the GenZ’s were the section of the work force that led the way through hundreds and thousands of resignations. Statistics show that 59% of Gen Z employees were resolutely dissatisfied with their job and 35% were planning on jumping ship in the coming year.

As the founder of specialised talent acquisition agency HireGenie | Finance Recruitment Expert , I have noted down a couple of pointers.??

Having recruited Gen Z Talent for HireGenie and for our clients, I understand that their motivations and preferences have evolved compared to previous generations. While older generations might appreciate stability and traditional work structures, Gen Z values flexibility and a positive employee experience more than ever.?

Before the pandemic, the overall employee experience was important but not always a deal-breaker. However, for Gen Z, it's become critical. Many of them have entered the workforce during remote work setups or experienced layoffs firsthand as companies struggled to navigate economic challenges.?

For instance, even some Boomers would appreciate options like a 4-day workweek or greater control over their schedules if given the choice. This shift in priorities underscores the importance of adapting recruitment and retention strategies to cater to the preferences of this new generation.?

What are some unique characteristic traits that Gen Z may possess that may come through behaviourally or expectations, you ask???

The GenZ is:??

1. Tech Savvy: Raised in the digital age, Gen Z is inherently tech-savvy, adept at navigating the complexities of the internet, smartphones, and social media platforms.?
2. Risk Awareness: Having come of age during periods of economic upheaval such as the Great Recession and the COVID-19 pandemic, many Gen Z individuals exhibit a heightened sense of risk aversion, likely influenced by the financial challenges faced by their families.?
3. Autonomy: Empowered by access to vast repositories of information online, Gen Z tends to be independent, preferring to seek answers through online research rather than relying heavily on traditional sources of guidance.?
4. Competitive Drive: Shaped by witnessing the struggles of previous generations during economic downturns, Gen Z is driven by a competitive spirit, eagerly pursuing their career ambitions with diligence and determination, yet they value acknowledgment and appreciation for their efforts.?
5. Progressive Outlook: Raised amidst significant societal changes, including the advancement of LGBTQ+ rights and the prominence of movements like Black Lives Matter, Gen Z embodies a broad-mindedness cultivated by exposure to diverse perspectives and global connectivity.?

By 2025, Gen Z is set to make up around 27% of the workforce in OECD countries. As more of them enter the job market and Boomers retire, this percentage is only going to increase. So, it's crucial to figure out how to attract and engage them with your organization's job opportunities.?

Now that the world is transitioning towards hiring better from the new generation that is vastly different from the previous ones, we must have an overview of exactly what the best practises are to hire among these new potential employees, that are big stakeholders in a company.?

6 Best Practices to Hire from GenZ:

1. Providing avenues for career advancement?

For many Gen Z workers, the potential for career growth holds greater significance than monetary compensation, distinguishing them from older generations. According to a LinkedIn survey, 40% of Gen Z candidates would be willing to change jobs and accept a 2% to 5% salary reduction for better prospects of advancement within the role. Furthermore, Gen Z individuals prioritize opportunities for career progression within the company by 47% more than Gen X and prioritize skill development opportunities by 45% more.?

By investing in the career growth of your employees, you can effectively attract and retain Gen Z talent. Understanding the career aspirations of your Gen Z workforce, aligning them with available career paths and growth opportunities, offering mentorship, and recognizing milestones in their career progression are essential practices. These efforts contribute to building an employer brand that resonates with Gen Z job seekers.?

2. Incorporating Remote Work Considerations:?

Given the increasing prevalence of remote work, especially in the wake of the pandemic, it might be helpful to include specific strategies for engaging and retaining remote Gen Z employees. This could involve discussing remote-friendly benefits, communication tools, and strategies for fostering a sense of belonging and collaboration among remote teams.?

3. Highlighting Sustainability and Social Responsibility:?

Gen Z is known for its strong emphasis on environmental sustainability and social responsibility. Including information on an organization's commitment to sustainability practices and community involvement could further enhance its appeal to Gen Z candidates.?

4. Implement AI Tools in Your Screening Process.??

Given that Gen Z individuals are relatively young, some may lack extensive work experience, especially if your organization is their first employer. Factors like the pandemic may have limited their opportunities for hands-on education and internships. Consequently, their resumes may not fully reflect their potential. Utilize AI tools to assess both soft and hard skills, incorporating criteria for additional competencies such as programming or involvement in political campaigns. These experiences can cultivate valuable abilities like communication, teamwork, project management, responsibility, and adaptability.?

5. Avoid Merely Digitizing Every Stage of the Recruitment Process.??

Despite being the first entirely digitally native generation, it's essential not to overlook the significance of human connection. Research indicates that more than half (51%) of Gen Z respondents prefer face-to-face communication, while only a quarter (25%) favour digital communication. (Source: Yello Blog). While it's crucial to have robust digital communication and recruitment platforms, including text messaging, it's equally important to maintain a human touch. Whether in person or virtually, ensure there's human interaction throughout the candidate experience to keep Gen Z engaged.?

6. Focus on Skill-based Hiring?

Gen Z emphasizes the importance of skills development, with 76% believing it is crucial for career success. They dedicate more time to acquiring hard skills, spending 12% more time on platforms like LinkedIn Learning compared to the average learner. Adopting a skills-based hiring approach not only widens the talent pool for Gen Z but also increases the likelihood of successful hires by 60%.

Furthermore, prioritizing diversity, equity, and inclusion (DEI) is paramount. A significant majority (74%) of Gen Z workers consider it essential to work in an organization that values DEI across various dimensions including gender identity, sexual orientation, ability, age, religion, and military status. Authenticity is key in promoting DEI initiatives to attract and retain Gen Z talent, as they are likely to research an organization's commitment to DEI online.??

Final Thoughts: Keep Your Promises to Retain Gen Z Talent?

Bringing in Gen Z talent is just the start. Holding onto them requires you to stick to your word and deliver on the assurances you made during the hiring process. Whether it's about career growth, perks, or fostering a diverse and inclusive workplace, make sure you follow through. After all, retaining top talent is key to your organization's success, and it's worth the effort to hang onto the great people you've brought onboard.?

Hiring is difficult and even more so, when you have to hire Gen Z talent. If you are someone who is looking to ease your hiring woes, connect with HireGenie | Finance Recruitment Expert and we can help you alleviate your hiring woes!

How do you think the hiring landscape has evolved with respect to hiring and retaining Gen Z Talent? Let me know in comments below. ?

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