Recruiting Gen-Zers: Why Is It a Challenge to Attract and Retain Them?

In the modern workplace, people from three generations – Gen X, Gen Y, and Gen Z – work in the same ecosystem. Bringing together such a diverse workforce can lead to some challenges. 

Gen-Zers are the latest generation to join the workplace. They are demanding more from organizations and they are more than willing to walk away if their meets are not met.

What can organisations do to attract and retain Gen-Zers?

Who are Gen-Zers? 

• Gen-Zers are described as people who were born after 1995 

• They have observed the significant social changes and economic recessions experienced by older workers 

• They are accustomed to rapid technological changes and evolution 

• They demand bigger paychecks, more time off, the flexibility to work remotely and have greater environmental & social responsibility

Why is it a challenge to attract and retain Gen-Zers?

Entrepreneurial Mindset 

Organizations often struggle to turn Gen Z's entrepreneurial mindset to their advantage. A Nielsen study reveals that most Generation Z people want to start and run their own business rather than work for someone else. 

It is because they were born and raised during the evolution of digital technology and many Gen-Zers have their own side gigs with the vast opportunities offered by the internet.

Hyper Customization 

With unrestricted access to cutting edge technologies and the internet, Gen-Zers have developed an attitude for hyper-customization.

Gen-Zers do not follow a traditional career path and demand a more active role in determining and shaping their professional route. While wellbeing and financial stability are important to Gen-Zers, they also want to gather diverse skills rather than declare a singular specialization. Businesses that lack this understanding will find it a huge challenge in attracting Gen-Zers. 

Realism

Previous generations grew up in an era of exceptional economic growth and limitless prospects as well as opportunities that came with the internet's evolution. But Generation Zers have seen and suffered because of periods of turbulence, such as the September 11 attacks, The Great Recession and recently the Covid-19 pandemic. 

Such events have instilled in Gen-Zers a greater sense of realism. They think practically and exercise extreme caution while selecting a profession or career path. Researchers also found that such experiences have made Gen-Zers more self-reliant and careful with their money. Employers who do not provide latticed career paths and multiple work formats frequently struggle to attract and retain Gen-Zers. 

High Expectations of Work-Life Balance

Generation Zers have high expectations for work-life balance, and they are constantly pushing for it. They are unwilling to put their personal lives on hold to pursue their professional goals.

Tech Savvy with a Human Touch 

Generation Z’ers are digital natives, so it's no surprise that they'll choose to work in an environment with the most advanced technologies.  

According to a Dell research study, 91% of the over 12,000 Gen-Zers surveyed say that technology would influence job choice among similar employment options.

Utilizing the cutting-edge technologies like Virtual Career Fairs powered by SeeMeCV in the candidate experience can be a deal-maker or breaker when it comes with accepting a job

What can businesses do to attract and retain Gen-Zers? 

Companies who wish to recruit the next generation of talent represented by Gen-Zers can follow multiple paths to recruit them

Develop and Prioritize Multicultural Workforce 

77% of Gen-Zers believe the level of diversity within a company greatly affects their desire to work there

as  they are accustomed to living, studying, and working alongside a group of individuals from different ethnic and economic backgrounds.

Gen-Zers often appreciate companies that are receptive to more flexible working arrangements. Gen Z-ers generally appreciate organizations who offer hybrid and fully remote work arrangements.

Emphasize High Touch Technology 

Almost everything Gen-Z learns about a product or service is coming to them via their phone or laptop computer. Organizations need to incorporate the use of technology into their brand, websites, apps and perhaps even in their products in order to engender trust with Gen-Z. 

SeeMeCV creates high touch, low complexity, fully customizable virtual job fairs for organizations to engage with Gen-Z graduates at scale throughout the talent acquisition journey. 

In conclusion

The majority of the new joiners to the global workforce will be from Gen-Z and will form a significant part in the decades to come. Amongst the global uncertainty due to economic and environment disruptions, this generation has come to understand that the only constant is change. Gen-Zers want to work and have equity in companies that embrace technology in order to help them be more independent, productive and better work-life balance.

The battle to win the hearts and minds of Gen-Zers will depend on the agility and adaptation of businesses to embrace technology from recruitment to onboarding to policies.