In 2023, Generation Z is reshaping workplace dynamics as they join the workforce, with distinct expectations for flexibility, learning opportunities, and authentic engagement. Facing economic uncertainties and the burden of student loans, they prioritize stability and are skeptical about corporate intentions. Companies must adapt their recruitment and retention strategies to align with Gen Z’s values, focusing on diversity, mental health resources, and loan repayment assistance to bridge the generational gap in the evolving corporate landscape.
Generation Z has always been a force to reckon with, but now they’re coming of age and joining the workforce. And as thousands of Baby Boomers reach retirement age each day, there has been a seismic shift in the composition of the workforce — as well as in the expectations of what employers provide in terms of not only salary, benefits, and perks, but also culture, support, and the workplace itself.
With uncertain economic conditions — including talk of a recession — and student loan debt payments restarting after a three-year pause, Gen Z isn’t necessarily engaging in work the same as other generations. They seek stability, of course. They also prioritize earnings but are entering into the employer-employee relationship with a bit of skepticism. They don’t really trust big business, believing that corporations aren’t making a positive impact on society, at least not to the degree they should.
What’s more, expectations are all but set for what work will look like for this cohort. Unlike most workers of other ages, Gen Z accepts that artificial intelligence will be part of their jobs. They’re also weighing flexibility, growth opportunities, and mental health resources prior to even applying for roles. Companies will need to keep pace with this generation’s demands if they ever want to understand what motivates Gen Z in the workplace and recruit these workers.
Rethinking Strategies for Recruiting Gen Z Workers
Companies have responded to the demands of Gen Z in the workplace, rethinking their ways of attracting and recruiting members of this generation. It’s led to new trends. QR codes, for one, are thought to make the application process easier for these digital natives. Employers are also seeking feedback from new hires on why they chose to join their organizations. However, recruiting Gen Z will take more than these steps. The following are the foundation of what motivates Gen Z in the workplace that leaders should focus on:
- Flexibility.
For Gen Z, flexibility has quickly become a prerequisite for taking almost any job — not that they’re alone in this preference. Because of the pandemic, a growing number of workers are seeking greater control over their schedules as a means of balancing their professional and personal lives. How that flexibility looks will depend largely on the organization, but as it stands, 22% of Gen Z workers would prefer to come into the office “a little to a lot less often” than they did before 2020.Hybrid work arrangements are one option, as are flextime, shift work, and compressed workweeks. Offering employees the latitude to choose when or where they work can obviously be of great assistance in recruiting Gen Z, but it can also improve employee morale, workplace satisfaction, and talent retention.
- Learning and career development.
No matter the age of the worker, continuous learning is one of the most effective means of staying relevant in today’s job market — a fact that’s not lost on Gen Z. According to a LinkedIn report, 76% of Gen Z workers believe upskilling is key to career advancement. And while learning and development has never fallen out of fashion, it’s now more imperative than ever to leverage L&D to bring in younger workers. Leaders must look for ways to proactively build employees’ skills for both today and tomorrow.A formal training program is often a good place to start, but you’ll also want to provide talent with the flexibility to develop skills that interest them, if not test their capabilities to determine where they might want to take their careers. In addition to formal training, you could also establish peer coaching or mentorship programs, as they can help ensure institutional knowledge passes to the next generation.
- Authenticity.
Younger generations can easily detect false or empty promises during the recruitment process, yet a recent Resume Builder study found that nearly 40% of hiring managers have lied during the hiring process. It either happened at the time of the job interview, within the job description, or within the offer letter. The majority of the lies involved responsibilities and development opportunities. However, they were also deceptive about company culture, commitment to social issues, and even compensation.Though this should go without saying, employers do themselves no favors by misleading candidates. Instead, work toward brand authenticity by reviewing your messaging on company culture to ensure it aligns with the organization’s values. The goal here should be to consistently convey these values in words and deeds and be open and honest during the hiring process. Additionally, train managers on how to properly interview candidates and tell the authentic story of the business’s brand.
- Diversity and inclusion.
Gen Z may just be the most diverse and inclusive generation so far, and they’re now demanding higher standards from the companies they work for. Hiring leaders should be well prepared to discuss and answer questions about the diversity, equity, inclusion, and belonging program at the company during the interview process. What sort of commitment does the company have to creating a more inclusive environment? Have resources been made available to support and strengthen the program? Is the leadership team representative of a wide range of backgrounds, cultures, and experiences? More importantly, do the organization’s values, vision, and mission align with today’s diversity standards?If you don’t take DEIB seriously, you don’t just risk a loss of talent. You also miss out on the many benefits of inclusion in the workplace — chief among them being innovation. Diverse perspectives can serve as fuel for new ideas. An inclusive workplace is also known to improve employee engagement and retention, create a sense of belonging, and even improve revenue.
- Mental health and wellness.
Access to mental health resources for employees has increased over the years, but more can be done in this arena, especially with the growing number of Gen Z in the workplace. This generation wants to work for companies that prioritize the well-being of their employees, either through policies, programs, benefits or increased awareness of mental health challenges.So, start providing a variety of resources and benefits that support mental health. Free access to mental health counselors, stress management resources, financial counseling, and the like would be a step in the right direction.
- Loan repayment assistance.
Recent research into the class of 2024 suggests that more than half of upcoming graduates anticipate having student loan debt. Of that number, almost 70% say that debt will influence the jobs they consider upon graduation. Plus, about one-third plan to do freelance work in addition to their full-time jobs because they think they’ll need extra income. This is one of the reasons why contingent worker trends are on the rise.In addition to offering a good wage, recruiting Gen Z might require employers to explore loan repayment benefits. The decision could lead to higher retention levels, as 86% of employees have said they would remain at an employer for five or more years if they received such a benefit.
Employers will need to do more than develop new recruiting strategies to attract more Gen Z in the workplace. Looking inside the organization will be the first order of business, as culture and benefits are often the decision-makers for young talent. Get those right, and recruiting Gen Z won’t be as much of a challenge.
Written by Tania Fiero.
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