As the hiring landscape continues to be plagued with challenges, it’s never been more important for HR teams and staffing agencies to recruit effectively. That includes understanding how to attract the new generation of workers entering the workforce: Gen Z.
But what are young job seekers looking for in a workplace? The new generation is distinct from the previous cohort of workers—millennials—and possesses different needs, interests, and priorities from older workers. Hiring Gen Z will require companies to understand what will attract and retain them in the long run.
Who is Gen Z?
Generation Z, better known as Gen Z, refers to those born roughly between the mid-1990s and early 2010s. They are defined by being the first generation to grow up with the internet, smartphones, and social media as constants in their lives. Known for their digital fluency, they are also recognized for their strong values around inclusivity, social justice, and environmental issues.
In the workplace, Gen Z tends to be pragmatic about education and career choices, recognizing the world’s current economic challenges. Their unique blend of technological savvy and social consciousness is shaping trends and discussions across various sectors, from business to politics, indicating that their entry into the workforce will have a significant impact on the future of work.
What does Gen Z want in a workplace?
Hiring Gen Z will require recruiters to pay attention to their unique needs and priorities. Here’s what the next generation of workers is looking for from employers and what to expect from Gen Z in the workplace.
Flexibility
While previous generations have reported valuing structure at work, Gen Z has a preference for flexibility in the workplace, regardless of whether they’re in an office or on a job site. They’re interested in roles that offer time off when they need it, and the option to switch or change shifts easily in shift-based work.
Empathy
In the workplace, Gen Z employees are looking for more than strong management acumen from their bosses. They value empathy, considering it a prerequisite for workplace interactions. In new research from Deloitte, Gen Z workers ranked empathy as the second most important trait in a boss, with many respondents reporting that it’s a quality they expect from any manager.
Mental health support
While job hunting, Gen Zers are keeping an eye out for employers that will prioritize their mental health. Current research shows that youth entering the workforce don’t feel they are receiving the support they need from their company, especially from their bosses. In Deloitte’s survey, less than half of Gen Z respondents said their boss helped them maintain a healthy workload, and 28% said they struggled with their mental health because of their boss.
Not only are members of Gen Z more aware of and comfortable discussing mental health issues, but they also struggle with more anxiety and depression than any previous generation. Because of these unique conditions, mental health support a key priority for young workers.
Strong communication
Communication between generations can be tricky, especially in the digital age. However, it’s important to get it right. In a recent study, 86% Gen Z respondents reported that maintaining good etiquette at all times at work was important or very important.
The new generation of workers also expects communication to work both ways, rather than only from the top down. Young employees increasingly expect their bosses to listen and take in their feedback, working collaboratively to solve problems.
Purpose
The latest generation of workers is less interested in financial rewards and more focused on how their work will impact the world. In fact, a report from Lever found that 42% of Gen Z employees would rather work at a company that gives them a sense of purpose than one that pays more.
This new cohort cares about how they can make an impact, and they care about the values of their employer, too. When hiring Gen Z workers, expect candidates to pay attention to how the company is addressing environmental and social issues, both internally with employees and externally to stakeholders.
Work-life balance
Unlike previous generations, Gen Zers are not interested in dedicating their lives to their jobs. Work-life balance is a major priority for the new cohort of workers, with 56% of Gen Z workers in a recent study reporting that they would leave a job if it interfered with their personal lives.
With Australia’s recent passing of “right to disconnect” legislation that grants workers in the country the legal right to ignore their bosses’ calls outside of work hours, it appears there is a larger shift toward such balance happening globally. Employers that manage to demonstrate consideration for their employees’ personal time may have an easier time hiring Gen Z workers.
The bottom line
Savvy staffing and HR teams know that hiring Gen Z will be key to the future success of any organization. As Baby Boomers retire and the demographics of the workplace evolve, companies should be focused on how their can recruit young workers and retain them in the long run.
To successfully hire Gen Z employees, employers will have to pay attention to and accounting for what young workers are looking for in a job. That means prioritizing flexibility, empathy, and strong communication. It also means ensuring that sufficient mental health supports are available and employees feel a sense of purpose in their roles. If companies can communicate clearly how they are paying attention to the needs of young workers, they may be able to successfully recruit a new cohort of great talent.
Looking for a hiring platform to supercharge your recruitment this year? Designed for HR departments and staffing agencies, Labourly is a simple, intuitive solution for managing your skilled workforce. Book a demo call now to learn more.
