Gen Z is defined as those born between 1995 and 2010 and currently, 61 million of them are about to enter the U.S. workforce. Not only is Gen Z starting to dominate the hiring landscape, but they’re radically changing it as well. Compared to their Millennial counterparts, the characteristics in which Gen Z possess are dramatically different. They have never known a time without the internet, their lives have revolved around social media and technology, and many watched their parents struggle following the recession. These characteristics are leaving many executives worried about how to best attract Gen Z talent since their expectations are unlike any of their predecessors. Here is some insight into what Gen Z is looking for from their employers.
Opportunities to succeed
While some generations of employees are comfortable with stagnant careers and spending years with the same title and responsibilities, Gen Z isn’t one of them. Eighty-three percent of Gen Zers have stated that they will make employment changes until they find the “sweet spot” where they can achieve their goals. This generation craves professional development and opportunities for advancement. With so many willing to jump ship if this need isn’t met it’s important for employers to build an environment that offers learning and advancement. Offer professional development classes, or tuition reimbursement to allow employees to pursue additional education with company support. Executives should also create an internal team structure with promotional opportunities to avoid the “dead end” feeling within a position.
Equality
While many employers in the United States are Equal Opportunity Employers, the regulations are unfortunately not always upheld. Well, this is one issue Gen Z won’t stand for. In fact, a recent survey found that 36 percent believe that equality is the most important cause their employer should support. While it may seem difficult to meet the equality standards of Gen Z employees, it’s actually fairly simple. Executives need to build, enforce, and advertise an inclusive company culture. Hire candidates who deserve the job and don’t be afraid to support social issues. By following these guidelines and the laws laid out by the Equal Employment Opportunity Commission, or EEOC, employers should easily meet the standard.
Competitive benefits
Another important perk Gen Z looks for in their job search are competitive benefits. Yes, they want the traditional medical, dental, and 401(k) match, but this generation is also searching for benefits beyond the basics. For example, Gen Zers are very savvy and often plan ahead financially, making the subject of children and childcare extra important. Parental leave policies rank as the fifth highest compensation aspect they look for in an employer. If businesses want to attract Gen Z employees they may want to consider longer leave policies for the primary and secondary parent. Another important benefit Gen Z looks for are financial support benefits. Currently, only four percent of organizations offer student loan repayment. If businesses really want to stand out among competitors when recruiting Gen Z, consider assisting in student loan debt.
Gen Z is coming and it’s time for employers to switch their focus to attract this unique generation. Creating a culture centered around diversity and inclusion while offering competitive benefits and opportunities for advancement are the most important aspects to advertise when looking to attract Gen Z talent. By focusing on these initiatives you’ll establish a healthy and respected reputation with the most recent graduates.
For more recruiting tips and tricks, check out our blog on how to improve the recruiting process.
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