BrazilEngaging Gen Z demands a new-age approach to hiring and retention
Recruiting and retaining Gen Z demands a strategic approach that aligns with their unique values, preferences, and work styles. These differ from previous generations and often require significant adjustments to traditional methods and mindsets, writes Rose Freeman, director at Aon.
Gen Z’s distinct characteristics stem from the societal, technological, and economic environment they were raised in. As digital natives, born between 1997 and 2012, they have grown up with high-speed internet, social media, and smartphones, making it essential for organizations to harness technology to capture their attention.
Communication should be concise, visually engaging, and focused on platforms that support instant interaction. They prefer informal language, flat organizational structures, and expect full transparency from leaders, coupled with a strong commitment to inclusivity and equality.
Adapting and revamping recruitment strategies or organizational culture for Gen Z may take time, but by aligning with their core values, organizations can begin to attract the next generation of leaders. Embracing change often paves the way for creativity and fresh opportunities for success.
They prioritize purpose, inclusivity, and transparency, gravitating toward companies that align with their personal values and offer meaningful work. Traditional recruitment methods, such as rigid hierarchies and lengthy applications, often fail to resonate. Instead, organizations must focus on authenticity, short and engaging communication, and highlighting opportunities for flexibility, growth, and impact to capture Gen Z’s attention.
Engaging with Gen Z
Key considerations to engage this tech savvy and purpose driven generation are:
Embrace Technology
Gen Z naturally thinks in terms of ‘digital first,’ making it essential for organizations to embrace this mindset. Companies that utilize social media platforms to share ‘Day in the Life’ videos, highlight company culture, values, and benefits, and create concise, engaging video job descriptions are more likely to capture their attention. Additionally, optimizing the company website and incorporating gamified assessment tools can further enhance engagement with this tech-savvy generation.
Organizational Purpose and Values
Gen Z highly values personal alignment with their principles and seeks meaningful work with organizations that reflect and uphold those values. Key priorities for this generation include social responsibility efforts, such as sustainability, diversity, and active community involvement.
Streamline the Application Process
Gen Z prefers streamlined, mobile-friendly application processes that are quick and easy to navigate. They value instant feedback, utilizing AI tools to provide real-time updates on application status and results from assessments.
Showcase Career Growth
Learning and development are essential for Gen Z, making it crucial for organizations to emphasize clear career pathways, mentorship programs, leadership development opportunities, and skills training. Gen Z wants assurance that their employer values upskilling and supports their career progression.
Increase Flexibility
This is crucial for Gen Z, so actively promote your remote or hybrid work models, including flexible work hours. Companies that mandate full-time, in-office work are unlikely to appeal to this generation.
Reduced Turnover
Gen Z employees tend to change jobs more frequently compared to previous generations, often due to mismatch in company culture, or a lack of alignment with job roles. Using assessments can help identify candidates who are not only a qualified but also a good cultural fit, increasing the likelihood of long term retention.
Speaking to Gen Z
Customize job advertisements to highlight how the role impacts both the organization and the community. Gen Z seeks a clear connection between their daily responsibilities and the company’s success. They prioritize skills over formal education and often view decisions based solely on qualifications as overly rigid, overlooking individual potential. Ensure transparency about pay and benefits from the outset.
Conclusion
Once Gen Z employees are engaged and recruited, it is crucial for organizations to uphold the promises made during the hiring process. Transparency is highly valued by Gen Z, and any failure to deliver on those commitments can negatively impact retention. By fostering a workplace that prioritizes purpose, flexibility, and growth – among other key values – organizations can cultivate long-term loyalty with this generation.
An effective manner to understand and transform a workforce is psychometric assessments. Aon’s assessments for example provide data driven insights into personality, cognitive ability, and behavioural traits across the employee lifecycle. From initial screening and selection, through to high potential identification and succession planning.
