By the year 2030, the number of Gen Z employees is expected to triple, resulting in individuals born between 1997 and 2012 making up 30 percent of the global workforce. This demographic shift is anticipated to significantly influence workplace dynamics and practices for decades to come.
As the Founder of Solis Academy, where our mission is to bridge the gap between youth unemployment and the recruitment industry, I had the privilege of speaking with a small group of our academy rising stars earlier this week to get their perspective on hiring and retaining Gen Z Talent.
Despite being mocked as the ”snowflake generation” and labelled fragile, entitled and work-shy, it is clear that this emerging workforce possesses unique characteristics and aspirations. Generally, Gen Z employees are creative, adaptable, values-driven, and intentional about their career paths. Our conversations revealed a common theme: they are not willing to compromise their career vision to fit into outdated work models, so agency leaders can either get on board, or get left behind.
Reflecting on their own experiences, the decision to join Solis was influenced by two key factors: opportunities for growth and mentorship, and alignment with the company’s values. Naturally, there expectation of our clients are no different. This clarity about what they want can make them seem restless, and indeed, LinkedIn data shows that Gen Z workers transition jobs more than double the rate of millennials. The data also suggests seventy percent of Gen Zers attribute this to a “career awakening” triggered by the pandemic, which has led many to seek jobs that provide more fulfillment, better work-life balance, and alignment with their passions.
Understanding Gen Z: Keys to Attracting and Retaining Talent
To attract and retain Gen Z employees, agencies must understand what truly matters to them. I’ve summarised them in to 5 main topics;
Reevaluate Job Experience Requirements
Despite being eager to find new jobs, many lack confidence in the job search process, nearly a third of the group job were unsure where to start. A significant barrier is the mismatch between job labels and requirements. I was surprised to see examples of entry-level jobs, intended for those new to the workforce, demanding more than three years of experience.
An Article on a similar topic referenced, ‘LinkedIn’s analysis of nearly 4 million job postings between December 2017 and August 2021 revealed that 35% of entry-level postings required a minimum of three years of relevant work experience. ‘
To tap into young talent, agency leaders need to ensure that entry-level roles are genuinely entry-level, offering realistic opportunities for newcomers, including the necessary training. Overly stringent experience, or educational requirements can cause agencies to miss out on promising candidates who may lack experience but possess potential and enthusiasm.
Emphasize Workplace Flexibility
The pandemic has solidified workplace flexibility as an expectation rather than a perk. A January 2023 LinkedIn survey found that Gen Z (72%) is the most likely generation to leave or consider leaving a job due to insufficient flexible work policies, compared to 69% of millennials, 53% of Gen X, and 59% of baby boomers. To attract Gen Z talent, it was suggested that agency leaders should offer more hybrid and remote positions. Despite the appeal of remote work, Gen Z also values in-person collaboration, having started their careers during the pandemic and recognising that onboarding and learning by osmosis via experienced peers being critical to their success.
Agencies should foster a culture of flexibility where employees can shape their in- and out-of-office schedules. Many Gen Zers prefer flexi-work for its control over work-life balance, a crucial priority for this generation.
Align with Gen Z Values
Value alignment is critical for Gen Z. 80% of the group prioritizes working for companies that share their values. Gen Z expects diversity, equity, and inclusion (DEI) to be central to a company’s mission, but authenticity is key; Gen Z can easily detect inauthentic efforts, so putting up a generic post once a year on said topic will not cut the mustard with this generation.
Leaders need to do more than just have them on the office walls in fancy neon signs, recommendations such as displaying their values in all branding, from the company website to job ads. For instance, while claiming to prioritize employee well-being is one thing, providing concrete examples during interviews demonstrates genuine commitment. LinkedIn’s Global Talent Trends report indicates that 66% of Gen Zers want more investment in mental health and wellness, a sentiment stronger than among millennials (51%), Gen X (41%), and baby boomers (31%).
Invest in Effective Onboarding
Retaining Gen Z talent is a big part of the Solis philosophy. The recruitment industry turnover rate is circa 44%, with 25% of people leaving within the first three months, so I was curious to table the topic and the consensus felt the issues begins with effective onboarding. CIPD suggests well-executed onboarding can boost employee retention by 82% and productivity by 70%. However, a Gallup study found that only 10% of employees felt their organizations did a good job onboarding them. To improve onboarding, focus on the details: provide a warm welcome, offer company swag, ensure new hires have immediate access to necessary technology, and connect them with an onboarding buddy. Additionally, immerse them in the company culture and values, facilitate team connections, and allocate ample time with direct managers.
With remote work becoming more prevalent, effective virtual onboarding is recommended. This might involve weeks of preparatory communication to ensure new hires have the systems and equipment they need from day one. These efforts help new employees feel welcomed and set up for success. The other big ticket item was L&D.
Promote Learning and Growth
Gen Z employees are eager to learn, viewing continuous learning as vital for career success. Eight out of the ten in our discussion believed learning is key to a successful career. According to LinkedIn’s latest Workplace Confidence Survey, 40% of Gen Zers are willing to accept a pay cut of up to 5% for a role that offers better career growth, compared to 26% of all workers.
To engage Gen Z employees, agencies should foster a culture of continuous learning. This can include mentoring and access to a wide range of online courses. Notably, 86% of Gen Zers have engaged in online learning and are also willing to invest personal time in learning, including weekends, highlighting their commitment to career development.
Conclusion
As Gen Z becomes a significant part of the workforce, understanding their values and priorities is crucial for attracting and retaining them. Agencies must offer genuine entry-level opportunities, embrace flexibility, align with Gen Z values, invest in effective onboarding, and promote continuous learning utilising eLearning where possible. By doing so, organizations can harness the potential of this dynamic generation, shaping a vibrant and innovative future workplace.
At Solis, we help agencies excel by finding and training the next generation of high-potential recruiters through cost-effective and low-risk recruitment and digital training.
We take enormous pride in ensuring our rookies add value to your teams professionally and personally from day one.
To learn more, book a call with me.