Understanding Generation Z: The Future Workforce- Part 2

Understanding the Future Workforce: What to Offer Young Hires

Offer mentorship opportunities. Gen Zers want to build collaborative working relationships . Mentoring programs give younger workers face time with senior management and a shot at leadership roles. Why not pair experienced workers with new hires, where the mentor can learn new skills such as managing social media and construction apps while the younger worker gains roofing skills?

Give them a strong sense of purpose. Younger workers want to work for someone who cares about the community and the environment. How does your business engage with its community? Do you have a mission statement? If, for instance, you want to be known for helping the environment, talk about your use of green products or materials in your roofing projects, your company's recycling of debris from job sites or volunteering opportunities with the local environmental organizations. Show them how they can make a positive impact on the company and community.

Make it a career, not just a job. Gen Zers may not know what they want from a career in the roofing industry. Offer a clear path for progression through internships, apprenticeships and certifications. Or, maybe you can offer other forms of professional development such as self-paced online learning.

Recruiting and Training Resources

Training is a critical part of improving employee morale and productivity. For those interested in "middle-skills jobs" (jobs that require more than a high school diploma but less than a 4-year college degree), Career Technical Education (CTE) programs can be a viable opportunity. These are career prep programs that prepare workers to meet employers' needs in a variety of occupations.

The Perkins Act is the chief federal funding source for high school and college CTE programs that prepare youth and adults — including immigrants — for jobs in local and regional economies. Check out Perkins funding opportunities in your state for help finding and funding CTE programs. Organizations such as SkillsUSA also work with students, teachers and industry professionals to help middle school, high school and college/post-secondary students prepare for careers in trade, technical and skilled service occupations.

New and veteran roofers can also earn professional certifications through industry organizations such as the National Roofing Contractors Association (NRCA) and its Training for Roof Application Careers program. For employers, the NRCA has resources to help you recruit, engage, onboard and train new and transitioning employees.

Finding Generation Z

As you prepare to recruit the younger generations, know that the traditional recruiting routes may not work. You'll want to use social media and digital channels where you can show your company's brand and the social side of your business. Talk about company events, intramural sports teams or weekend gatherings.

When tech-savvy recruits use the internet to find potential employers, they expect to find a strong digital presence: a well-maintained website , social media and possibly video marketing. Understanding Generation Z and staying up to date on what young workers value in an employer will help you connect with the next generation of roofers — and help Gen Z hires to find out if your roofing company is one they want to work for.