Female workers nearly 3x more likely to think there is pay disparity at work
Explore the causes behind the scenes of female pay disparities in the workplace before exploring how organizations can take a proactive approach to equal pay.
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Many companies have various strategies when it comes to attracting talent for open roles and future positions. Some strategies may be more effective with certain age groups than others, which makes targeting specific generations tricky. As Gen Z becomes a larger and larger part of the workforce, you may be left wondering how best to make your organization appealing to these candidates. Keep reading for tips on how to attract and retain Gen Z employees.
Since Gen Z takes what past generations have valued and adds their unique perspective, attracting Gen Z employees can be challenging. Understanding this generation’s values and motivations is key to developing effective strategies that get the attention of these potential employees and encourage them to hit that “apply” button.
Work-life balance has become a major component of what Gen Z looks for in a potential employer. Because they value their time away from work as much as their time at work, it’s crucial to show them that your company embodies this value. You can do this by stating as much in your job descriptions and through company policies that contribute to a healthy work-life balance.
Some ways you can show your dedication to these values include:
Many Gen Z job seekers want to work for a company that will support their professional growth. By investing in ways for your employees to develop and expand their skill set, you’re building a well-qualified applicant pool that you can internally promote from in the future. Advertising growth and development opportunities in job postings and elaborating on them during the interview process can help attract talent and increase the likelihood of them signing that job offer letter.
When describing these opportunities in job postings or discussing them with candidates, it’s important to be as specific as possible. Instead of a generalized statement that says the company offers growth and development opportunities, including how it accomplishes this can make a world of difference in convincing a Gen Z job seeker to apply for a role. Examples of specific phrasing that you can use include:
Other benefits that can demonstrate that you value your employees’ continued education may include tuition assistance or company-sponsored scholarships. Paying for training and specialty industry certifications is another way to gain the attention of Gen Z candidates.
A culture of diversity and inclusion is often a must for Gen Z candidates, and there are a few ways you can demonstrate how your company supports this value. One way is to discuss all the paid holidays outside the standard bank holidays (such as celebrating Diwali, Ramadan, and Juneteenth). This lets candidates know that your company genuinely celebrates diversity.
Inclusion is another thing that can be hard to prove to Gen Z, and there are ways to advertise this to those on the hunt for employment. For example, if your company involves every team member through collective decision-making processes, finding a way to include that information in job descriptions helps show how your company embraces inclusivity.
“Understanding this generation’s values and motivations is key to developing effective strategies that get the attention of these potential employees and encourage them to hit that apply button.”
Everyone wants to be paid their worth, and Gen Z is no different. However, this generation often appreciates upfront transparency when it comes to compensation more than past generations. This goes beyond just financial compensation. Potential Gen Z applicants are more likely to critically analyze any additional perks and benefits, and they may be more inclined to apply to your company if you offer perks such as:
It’s important to emphasize that Gen Z desires transparency about these packages from the start. For example, if you don’t include compensation numbers (or at least a salary range) in the job description, they’re much less likely to apply for that role in the first place.
As remote work and hybrid work schedules become more popular, some Gen Z candidates specifically search for these opportunities when hunting for their next role. Offering these types of work arrangements can expand your candidate pool and encourage Gen Z to submit their application. If you have a hybrid work schedule, including the schedule up front (i.e., employees can work from home Monday and Friday with three days in the office) can help persuade applicants to apply to your open position.
Having grown up in the digital age, Gen Z is connected in ways no other generation has been, primarily through various social media platforms. With this in mind, developing a social media presence and interacting with people on those platforms can help bolster your brand’s reputation and desirability. It can also provide a fresh way to find quality candidates.
Gen Z brings a lot to the table for many employers. Here are some of the reasons that make Gen Z great employees:
Though hiring and retaining a Gen Z workforce may seem challenging, proactively changing how you approach this process can help boost employee satisfaction and decrease turnover. To help make your company more desirable to Gen Z, consider adopting these suggestions:
Recruitment and hiring strategies are evolving with every new season, and companies hoping to attract Gen Z talent may want to tailor their strategies to get on this innovative and unique generation’s radar. Leaning into their desire for a healthy work-life balance, fair and transparent compensation, and growth opportunities can help the company remain relevant to the newer generation and enhance its recruiting efforts.
There are many workforce trends shaping the professional landscape in 2024. Pivoting with these changes can help you attract and retain Gen Z talent.
Exploring why work-life balance has become such a workplace keyword can help you better prioritize this important value and attract Gen Z talent.
Explore the causes behind the scenes of female pay disparities in the workplace before exploring how organizations can take a proactive approach to equal pay.
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