The Future of Recruiting: Understanding Gen Z Expectations ‣ AboutHR

You’re a recruiter, and you’ve mastered the art of attracting and hiring Millennials. You’ve got the office perks, tech tools, and work-life balance thing down pat. Just when you thought you were ahead of the curve, a new generation enters the workforce. Generation Z, born after 1995, is now graduating college and looking for jobs. If you want to continue to bring in the best and brightest talent, you’ll need to quickly get up to speed on Gen Z’s expectations around work.

In this article, AboutHR will explore the key things you should know about recruiting and managing Generation Z.

Millennials vs. Gen Z: Why This New Generation Is Different

The companies that will win over Gen Z are those that provide stability, flexibility, mentorship, and a strong mission-driven culture.

Gen Z, those born after 1996, are now entering the workforce and they have very different expectations than Millennials. If you want to attract and retain top Gen Z talent, you need to understand what makes them tick.

For starters, Gen Z values stability and security. They want to work for companies with a solid business model and growth trajectory.

Gen Z is also entrepreneurial and values flexibility. Many Gen Zers have side hustles and entrepreneurial ambitions, so they want jobs that allow them independence and flexibility. Remote work options, flexible schedules, and jobs that provide opportunities for creativity are appealing.

However, Gen Z still values in-person social interaction. While they appreciate work-life balance, Gen Z wants in-person collaboration, mentorship, and learning opportunities. A mix of remote and in-office work is ideal.

Gen Z cares deeply about company culture and values. They want to work for companies that prioritize diversity, inclusion, and social responsibility. Gen Z looks for companies with a strong mission and values that align with their own.

The companies that will win over Gen Z are those that provide stability, flexibility, mentorship, and a strong mission-driven culture.

What Gen Z Values: Authenticity, Impact, and Development

Gen Z, those born between 1997 and 2012, will make up a huge portion of the workforce in the coming decades. To attract and retain top Gen Z talent, companies need to understand what’s important to them.

Authenticity and transparency are key. They want to work for organizations making a real impact, especially on social and environmental issues.

Development and growth opportunities are also high priorities. Gen Z craves constant learning and challenges. They want jobs that push them outside their comfort zone and help them build new skills. Mentorship programs, tuition reimbursement, and lateral career moves are all appealing.

Flexibility and work-life balance round out the list. Gen Z values experiences over money and wants jobs that accommodate life outside of work. Remote work options, flexible schedules, generous PTO, and sabbaticals are huge motivators.

In summary, to recruit Gen Z, companies should:

•Build an authentic brand and company culture focused on making a difference.

•Offer opportunities for continuous learning, skill development, and career growth.

•Provide flexibility and support for work-life balance.

•Be transparent about company values and goals.

•Give employees ownership and agency over their work.

Meeting these expectations won’t just help in recruiting Gen Z—it will make for a better, more productive, and impactful company overall.

Recruiting Gen Z for Tech Roles: What They Want in a Job

To recruit Gen Z for tech roles, you need to understand what they want in a job and career. This generation grew up with technology and they want to build the future. Show them how they can do that at your company.

Gen Z values meaningful work that makes a difference. They want to work for companies that share their values and priorities, like social responsibility and work-life balance. Demonstrate your company’s mission and impact to attract socially-conscious Gen Z.

This generation expects constant feedback and coaching. Implement mentorship programs and professional development opportunities. Gen Z wants to continuously improve their skills through ongoing learning. Offer to pay for additional courses and training to keep them engaged.

Gen Z grew up with the internet and expects digital fluency. Provide the latest tools and technology for them to do their jobs efficiently. This generation lives on their phones, so make information easily accessible across devices. Build a strong social media presence to connect with Gen Z where they already are.

Gen Z watched their millennial parents struggle with student loan debt and high housing costs. Offer competitive pay and benefits, especially in expensive tech hubs. Consider offering student loan repayment or tuition reimbursement. Provide affordable housing resources to attract recent college grads.

Meeting Gen Z’s expectations around meaning, growth, technology, compensation and work-life balance will help you successfully recruit the next generation of tech talent. With the skills and digital fluency to build the future, Gen Z will be instrumental in driving innovation.