With each generation that enters the workplace, there are idiosyncrancies to Generation Z is comprised of individuals born between the ages of 1995 and 2010. Aged between 9 and 24, we are just seeing the eldest members of this generation begin their careers in the workforce. Here’s what you need to know about recruiting Gen Z in your business.  Raised by their Gen X parents who have witnessed instability in their own careers (perhaps through economic downturn and retrenchment), Gen Z workers have a different perspective to work in comparison to millennials who were raised by their Baby Boomer parents, according to David and Jonah Stillman, founders of Gen Z Guru.  So what do Gen Z workers want from their workplace?

Increased Skills
Gen Z have a greater awareness of the impermanence of work and the majority of workers (59%) don’t feel that their job will exist as it currently does in 20 years’ time. As a result of this, there is an increased focus on developing new skills by Gen Z workers to improve at their jobs (62%), make more money (59%) and get promoted (46%). If you plan on recruiting Gen Z applicants, you need to provide them with opportunities for workers to upskill and cross-skill within your organisation is a key benefit to attract and retain them.

To contribute to business success
Gen Z are prepared to work hard and exhibit an entrepreneurial spirit. According to a Global Study from Millennial Branding and Ranstad US, 17% of Gen Z’s wish to start a business and hire others (as opposed to 11% of Gen Y’s). Whether it’s starting their own business or a focus on driving results, but they require transparency as to how their work contributes to the bottom line. Emmie Martin, writing for Business Insider says: “They have to be able to connect the dots between the day-to-day tasks and the long-term benefit for the company, usually in the form of bottom-line contributions.” This generation is willing to work harder than previous generations, but their employers need to be diligent about showing how their contributions matter.

Growth Opportunities
Gen Z’s face a major knowledge and skills gap, having graduated from University (or Higher Education) and with limited work experience. Organisations that can offer training programs to employees will be considered favourably by Gen Z applicants.

Flexibility
There is an increasing focus for employees to work ‘on their terms’. Quite often, flexible working relates to parents juggling the demands of work with raising a family. However, if you are recruiting Gen Z and Millennial talent, you need to provide the ability to work flexibly, according to sources. This could involve working from home or working different hours that suit their lifestyle. Many Gen Z’s are turning to freelancing to achieve flexibility in their working lives.

Moreover, if you are wanting to attract and retain Gen Z talent, develop a strong Employer Value Proposition (EVP) that resonates with them and tell your brand story through social channels. Making your company unique and personal to Gen Z’s is the best way to resonate with them.

If you would like more information on recruiting Gen Z talent, speak to the recruitment team at Flexi Personnel.