4 Tips For Hiring And Retaining Gen Z Talent
Gen Z is estimated to make up between 34% to 40% of the global workforce by the end of 2020, making them one of the more important demographics for the workplace. This generation’s profile makes it a valuable asset to organizations. Their modern viewpoint, their affinity for technology, and creative input can be the catalyst for positive change.
However positive their efforts are, a workforce is only as efficient as its leader. A company that approaches hiring and retaining Gen Z talent properly, stands to gain all of the perks mentioned above and more. The processes you set for their daily work, collaborative projects, and team interaction can yield either a productive and motivated workforce or a stressful and unhappy work environment. Here are some elements to consider when hiring Gen Z talent.
1- Understand that the interview goes both ways
This generation finds working for the right company, the right leader, and the right environment extremely important. Just as the interviewer will be assessing and vetting the applicant, the Gen Z applicant will seem as though they’re doing the same thing, asking questions, touching on subjects beyond the scope of their role or related issues, and delving into the company’s operations a bit more than the traditional sense of an interview. They’ll have questions, so be prepared.
Beyond their own benefits, salary, and tasks, Gen Z applicants will almost always take advantage of the interview to ask relevant questions regarding the team, the company culture, marketing plans, as well as the vision and ethos of the company. The more engaging these elements are, the better chances your company will have to attract Gen Z talent.
2- Plan the training and growth strategy for your Gen Z workforce
There’s a lot to be done pre-recruitment, the first of which would be the creation of a valid set of plans catering to your workforce’s needs, and outlining their growth long term. This matters a lot to Gen Z talent, as they expect leaders who will take the time out of their day to mentor them, guide them and train them, as well as provide opportunities for solid career progression, a path to climbing the metaphorical corporate ladder.
This is a generation that thrives on working closely with others in order to achieve their goals, and they consider close contact with their managers and leaders the best way to approach training. Though they find solace and comfort in that type of relationship with their superior officers, it has also proven to be a very effective method of training across multiple generations.
Gen Z talent will want to know that there is a growth plan crafted specifically for them and their role. This shows your employees that you care about them beyond the short term, beyond the simple transaction between employer and manpower, they want to feel relevant in a personal sense, and nothing says personal like dedicated guidance and training sessions with the company’s leader.
3- Provide room for creative input
Gen Z talent, above all else, want to feel essential and critical to the company’s operations. Their approach to their work is very outspoken, daring, and if nurtured, can be a source of creative input that the company can leverage. Generally, they come equipped with a unique set of digital skills and competencies that other generations may lack. They have an affinity for technology and a unique understanding of digital tools, so much so, that they may be able to spot an advantage long before it makes itself known or trendy. Their insights can give you a competitive edge on the market. Remember, Gen Z has molded and been molded by the internet. Their opinions cannot be dismissed out of hand.
Gen Z talent thrives on the prospect of experimenting with their work, trying new methods and tactics, as well as braving new challenges, and meeting them head-on with creative solutions. They love puzzles, and they can be engaging once their interest is truly captured. Instead of telling them what to do, it’s best to outline the desired outcome and the various methods that can lead there. On one hand, this teaches them to develop their problem-solving skills, and on the other, provides a suitable challenge that remains relevant to the company’s operations.
*First published on Manatal.com.
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Manatal is an end-to-end recruitment and onboarding SaaS platform trusted by thousands of brands in over 135 countries worldwide. It is an AI-powered Applicant Tracking System (ATS) and Customer Relationship Management (CRM) tool that allows companies to hire faster, better and save costs.
