By 2030, the number of Gen Z employees is expected to triple. That means that people born roughly between 1995 and 2015 will soon make up 30 percent of the global workforce and will play a vital role in shaping the workplace for decades to come.
Generation Z is digital. They don’t recall a world without the internet, smartphones or video games. They have been exposed to the global marketplace of ideas and commerce. These workers know the endless possibilities and intend to make their mark.
Gen Z job seekers also know their value: a Kronos study revealed that almost one-third believe they are the ‘hardest working generation’; another 36% say they ‘have it the hardest’ when entering the workforce compared to those before them. Only 4 in 10 believe that their education has prepared them for the working world, and rightfully so — 65% of students in primary school today will end up in jobs that don’t exist yet. Organisations aware of these trends can better attract and retain Gen Z.
Gen Z recruiting strategies
Generation Z is entering the workforce during a global talent shortage. Paired with Generation Z’s increasing demands for a short time-to-hire, more face-to-face communication, and a high-tech hiring process, the competition for top talent is more significant than ever.
That means recruiters will need to get creative in attracting Gen Z candidates. If you’re looking to recruit members of Generation Z into your workforce, you should keep a few things in mind. This generation is known for being highly connected, social media savvy, and entrepreneurial. Here are five tips to help you get started:
- Use social media to your advantage
Gen Zers are very active on social media, so it’s essential to have a strong presence on platforms like Snapchat, Instagram, and Twitter. Use these platforms to showcase your company culture and values and ensure you’re responsive to potential candidates’ questions or concerns.
- Be clear about your company culture
Gen Zers place a high value on finding a workplace that aligns with their values. When recruiting, make sure you’re clear about your company culture and how it can benefit potential candidates.
- Offer competitive benefits and perks
This generation is known for being very savvy when it comes to finances. They understand the value of a rand, so be sure to offer competitive benefits and perks that will appeal to them. They care for things like Medical Aid and a retirement fund.
- Be flexible with work hours
Many Gen Zers value work/life balance and are looking for employers willing to be flexible with work hours. If you can offer this, it will definitely help you stand out from the competition. Consider hybrid working options as well.
- Use technology to your advantage
Gen Zers are digital natives who are comfortable using technology in all aspects of their lives. When recruiting, make sure you’re using technology to your advantage. For example, you can use video conferencing to connect with candidates who may be located far away.
6. Onboard like you mean it
Hiring Gen Z talent is just the beginning. Retaining them — that’s where the real work happens. And it all starts with the onboarding process. They are looking for an authentic connection with their employer, which is why those first few days on the job are crucial in setting the tone for your company. Studies show that effective onboarding can boost employee retention by up to 82% and productivity by more than 70%. Yet Gallup found that only 10% of employees felt their organisation did a good job onboarding them.
The trick to doing it right? Sweat the small stuff. Invest the time, energy, and thought to do it effectively. Beyond a warm welcome and some fun company swag, you’ll want to get technology into a new hire’s hands immediately, set them up with an onboarding buddy, and dive into the company’s culture and values. The goal is to create opportunities for them to meet and connect with teammates and give them lots and lots of time with their direct manager.
The future is nimble
In a fast-changing world, Gen-Z has been remarkably fluid in their approach to the future. They watched as the pandemic essentially closed down industries like hospitality while others, like supply chain logistics, were overwhelmed. These massive shifts lead many students to adjust their career plans and expectations to align with the job market better.
The challenge for employers? Be as nimble as Gen-Z in convincing them that you’re the right fit. Partnering with a top recruitment like Greys could give your company the boost it needs to keep up with the next generation of employees. Greys Recruitment is a preferred staffing supplier of blue-chip corporates globally, specialising in white-collar permanent and temporary recruitment.
Get in touch to learn more and take your recruitment game to the next level!