It’s estimated that 63 million generation Z job seekers (those born as early as 1997) are poised to disrupt the workforce in the coming years. These workers are digital natives, not knowing a time when libraries and encyclopedias were necessary for research. As such, ‘Z’ is a generation that differs more from its predecessors than any others in history.
The values of this age group are unique. Their perspectives and attitudes often contrast with those of millennials, Gen X, and baby boomers.
This group is the future and it only makes sense for them to fill roles throughout organizations. In many cases, they’re in tune with the digital world that utterly confounds many older generations. This notion encapsulates one primary reason (amongst others) why Gen Z could make an ideal fit for any business.
Successful Gen Z recruiting starts at the top — meaning with the board. A company’s directors must establish and implement a big-picture recruitment initiative catered towards Gen Z. Read in the article how to attract Gen Z talent and what influence it can have on board effectiveness.
How to recruit Gen Z candidates through shared purpose
According to the World Economic Forum, Generation Z will make up the majority of the workforce by 2025. To draw the attention of this dynamic generation of talents, companies should understand Gen Z recruiting trends and tailor their hiring process accordingly.
But how do you attract Gen Z ? Let’s explore this further in the section.
Promote better work-life balance
Almost half (49%) of Gen Z sees work-life balance as a top priority, trouncing many previous generations in that department.
This means that boards must ensure they are positioning themselves as a company that cares about employees beyond the goings-on in the office.
One way to establish a company that prioritizes this crucial balance is enforcing a 9-5 workday — meaning, nobody stays past 5 o’clock, as a hard rule.
Don’t be afraid to experiment with remote work or hybrid work which offers employees greater flexibility during their working week, giving time back that would otherwise be spent commuting.
Diversify touchpoints
This generation is going to be utilizing digital mediums and platforms in their day-to-day life like the rest of us breathe oxygen.
It’s easy to be that company that thinks that anybody who wants a job should follow the standard email/cover letter/follow-up phone-call approach. However, this may be viewed as flying in the face of Gen Z culture and may not attract top-tier talent in that age range.
There’s a need to be creative and intuitive with touchpoints when recruiting Gen Z.
LinkedIn is a professional recruitment channel but why not dig deeper to attract Gen Z candidates? Think about being accessible on Twitter, Facebook, Instagram, YouTube, and Reddit, and wherever else they are present.
That’s how organizations and boards can dig into the layers of Gen Z culture and appeal to their needs as professionals.
Prioritize promptness
Top-performing Gen Zers will be seeking out the best opportunities available. In fact, they’ll be reversing the recruitment process as many organizations know it. It’ll almost be like these job seekers are interviewing companies to see if they’re the best fit.
Gen Z’s entry into the workforce coincides with a trend of prioritizing short-term fulfillment and development over long-term company loyalty.
According to surveys of 2024, Gen Z workers are more likely to switch jobs compared to previous generations. This doesn’t necessarily mean a lack of commitment, but rather a focus on finding opportunities that offer growth.
For Gen Z candidates, clear communication is key throughout the application process. Responsiveness is important, of course, but recent trends suggest they value clear timelines and updates on their application status more. This doesn’t mean they expect immediate responses, but rather a sense of progress and where they stand in the process.
Focus on development
Of course, strict work schedules demand competitive compensation to attract and retain qualified employees, regardless of generation. Still, money isn’t everything to this group.
What Gen Z seeks is the chance for career growth. Stagnating and finding one’s self in a holding pattern doesn’t appeal to them in the slightest. These individuals want to feel like they’re moving forward and “leveling up,” so to speak.
As such, at the crux of hiring campaigns for Gen Z should be room to grow and a built-in framework to cultivate growth potential.
Beyond that, implementing succession planning and mentorships within the organization will play into establishing such a company culture.
The long-term benefits of recruiting Gen Z workers
These digital natives bring fresh energy and a unique skill set. While every generation has its strengths, Gen Z’s comfort with technology and their mindsets to work require businesses to adapt to their talents. Let’s take a look at some of the benefits they offer organizations:
Tech-savvy professionals
Research shows that 81% of companies in 2021 tried to adopt digital tools throughout all leadership positions within the company. Fortunately, Gen Z practically speaks the language of technology. They pick up new software like it’s second nature, and their comfort with tech helps businesses simplify operations, boost productivity, and explore new opportunities.
Note: Learn more about best practices for nonprofit boards of directors in our dedicated article.
Adaptable in the face of change
Growing up during a whirlwind of events — COVID, global tensions, economic meltdowns — Gen Z has become masters of adaptation. They’re comfortable with uncertainty and able to manage unexpected situations on the fly.
No wonder this translates into the workplace perfectly. Moreover, they see challenges as opportunities. They roll with the punches because, for them, it’s just another day in a fast-paced world.
Diversity equity and inclusion supporters
As Gen Z enters the job market more, companies are taking notice. This growing focus on Gen Z makes perfect sense as diversity and inclusion become even more important. In fact, 68% of businesses are planning specific programs to include young talent.
For Gen Z job seekers, these efforts resonate deeply — they crave workplaces that welcome differences. By hiring Generation Z and adopting their values, companies create a more inclusive culture.
Masters of collaboration
Gen z workers are comfortable working together with other departments, even with executive committees. In fact, problem-solving, diversity, and original thought are high on their list, according to EY Ripples research.
Simply put, this drive to innovate, coupled with their high optimism and confidence about the future, makes them a valuable asset to any company.
They’re not afraid to change, either. Surveys show a significant number of Gen Z aspire to be entrepreneurs within the next decade.
A socially responsible workforce
Deeply passionate about making a positive impact, Environmental, Social, and Governance (ESG) issues are more than just headlines for a new generation. Indeed, social responsibility isn’t just good for the planet, it’s good for business as well.
By attracting Gen Z talent, companies can support socially conscious initiatives, impacting the employer brand.
Boards of directors take charge of Gen Z recruitment
To attract the best talent, companies need to go beyond traditional recruitment. Boards focus on “Access, Curate, Engage” instead of “Attract, Develop, Retain.” This means tapping into various talent pools and offering personalized development with strong workforce relationships.
However, it’s not just about the aspects of Gen Z hiring — it’s about building a workforce that’s ready for future challenges. Meaning that there will be a growing need for specialized skills and qualified candidates.
A Deloitte study outlines three critical steps that boards of directors should take when managing Gen Z hiring:
- Imagine. Directors should use data to set goals for future employees prioritizing value and meaning.
- Compose. This includes redesigning work, workforce composition, and the workplace itself.
- Activate. Align everything — structure, leadership, training — to cultivate talent for the future.
Note: Learn how to measure board effectiveness in our dedicated article.
Adapt recruitment strategies when hiring Gen Z talent
Gen Z has distinct values and expectations from their employers. To attract these bright minds, companies need to modernize their recruitment strategies. Here’s the ultimate guide to reaching and engaging Generation Z:
- Prioritize skills over credentials. Look beyond resumes that simply match job descriptions. Instead, consider candidates who want to grow in different areas.
- Invest in internal talent development. Don’t wait for the perfect external candidate. Instead, invest in internal development programs. You might have someone talented already on your team who just needs the opportunity to prove oneself.
- Leverage social media. Since Gen Z practically lives on social media, it’s a perfect place to show off your company’s culture, and values, what it’s like to work there, and how you’re making a positive difference.
- Offer flexibility. Recognize Generation Z’s desire for a good work-life balance. To recruit and keep top talent, offer flexible hours, and remote or hybrid work alternatives.
- Invest in mentorship. Gen Z is charting its own course. To help them unlock their full potential, connect them with more experienced mentors in your company.
Key takeaways
- In general, Gen Z prefers work-life balance and professional development options. They choose companies with flexible hours and remote work possibilities.
- Gen Z brings a strong digital skillset and thrives in fast-paced environments. They see challenges as opportunities and are comfortable working with diverse teams.
- This generation seeks inclusive workplaces and companies that are transparent about their social impact efforts.
- To attract and hire this new generation, focus on skills and use social networks to connect with them.
- On top of that, be transparent and prompt in the hiring process, and don’t forget about a strong benefits package to attract top Gen Z talent.