Identifying, Attracting, and Retaining Gen Z Talent
Many companies have been focused on millennials over the past few years. But as we look toward the future of the workplace, it is also important to start thinking about Gen Z talent, and how we can effectively identify, attract, retain and reward this new cohort of individuals. This is more important than ever when it comes to the procurement function. We are grappling with challenges that are not unique to our industry but that are nonetheless difficult to solve, such as a talent gap that is likely to persist beyond the the current economic recovery and ongoing racial and gender inequity. So, how can you start preparing? Keep reading to find out.
Identifying Gen Z talent
Gen Zers were born between roughly 1995 and 2015 and will be fairly new to the workforce. And one day, like every generation before them, they will make up the largest portion of the workforce.
Attracting Gen Z talent
When it comes to attracting Gen Z talent to your organization, there are a few key things you will need to consider.
They are tech-savvy. Unsurprisingly, Gen Z is the most tech-savvy generation. They grew up on the internet and have deep experience using the internet as a tool to achieve a variety of goals. To attract Gen Z to your organization, take a look at your company’s online presence, and consider giving it a refresh to ensure it resonates with this generation of workers. Also, ensure you consider Gen Z when you create your social media strategy.
They are risk-averse. This group of workers grew up during a lot of economic uncertainty, leading them to be more risk-averse than the generations before them. They will likely be looking for employers who emphasize job security and professional growth, so consider using these keywords in your job postings if this is truly something your company can offer. When it comes to shaping HR initiatives, consider how a 401K or loan repayment program can help you attract Gen Z candidates.
They are open-minded. Gen Z has seen an abundance of societal changes over their lifetime so far. Generally, they are known to embrace diversity and inclusion and will be drawn to employers with strong D&I policies, and will care deeply about initiatives like employee resource groups and how they can help make the workplace a better place for all. Ultimately, to attract this new generation, D&I must be a strong pillar in your organization.
They expect authenticity. Gen Z wants to work for brands that walk the talk. They want to work for brands that have a purpose, that lead by example and have leaders that possess honesty, integrity, and humility. Take a look at your current leaders and consider if a Gen Z applicant would like to work for them. Consider if your company leads with purpose and catalyzes your employees to make the world a better place. This is what Gen Z is looking for.
Retaining Gen Z talent
Changing workplace demographics are setting new standards for the way companies are retaining their talent. There is still a lot to learn about this generation in the workplace, but here are two top ways you can retain Gen Z talent.
Encourage mobility within your organization. Millennials are known for job hopping, but this new generation is looking for more stability while still feeling like their career is progressing. You will be able to keep workers around longer when they know lateral and/or upward career opportunities within the organization are available to them, allowing them to grow their skills and find their passion.
Personalize their experience. Show these employees that you have a vested interest in their success by ensuring they have a personalized experience. This can be done through weekly one-on-one discussions about career planning or allowing them the flexibility to get their work done in a way that is best for them, for example, allowing remote work.