The way we work is constantly evolving, and each new generation brings a fresh perspective that disrupts in an often uncomfortable way. After navigating the Millennial disruption following the Great Recession, many companies and HR leaders find themselves at another impasse as Gen Z is now entering the workforce in droves. Their unique values and expectations regarding work environment, culture, and support disrupt the status quo, presenting opportunities and challenges for companies and hiring managers.
A recent survey highlighted these challenges, with nearly 80% of hiring managers expressing concern about Gen Z’s perceived lack of experience. Concerns about professionalism and job-hopping tendencies also surfaced.
However, as an experienced leader in talent acquisition, I see this as an opportunity. Through my work of founding and leading Embolden Recruiting (a division of Z. Wilson Talent Solutions), I’ve had the privilege of partnering with outpatient clinics nationwide and interacting with many Gen Z students on the cusp of entering the workforce. Over 100 interviews and countless conversations later (directly with students and my team), I’ve gained valuable insights into what truly motivates this generation and how companies can adapt their hiring strategies to attract and retain top talent.
Understanding Gen Z: Characteristics and How They Impact Work
While there are hundreds of articles about Gen Z and their values, here are a few specific ways that I’ve seen the general traits and characteristics of the generation impact the way they think about work:
1) They are Digital Natives, Interpersonal Newbies
Gen Z grew up with technology at their fingertips. This has created a generation of tech-savvy individuals who can easily navigate digital tools. However, constant connection can sometimes lead to a lack of strong interpersonal communication skills. Companies should be prepared for a mix of digital fluency and a need for support in developing interpersonal communication.
2) They are an “Anxious Generation”
Studies show Gen Z experiences higher rates of anxiety compared to previous generations. While this can be a challenge, I think it’s important to understand the root cause. I’m currently reading through the book, “Anxious Generation: How the Great Rewiring of Childhood Is Causing an Epidemic of Mental Illness.” The book highlights how social media’s image-centric focus fuels their constant self-awareness and comparison, contributing to these anxieties.
3) They are Diversity Champions, Entrepreneurial Spirits
As the most diverse generation, Gen Z prioritizes inclusivity and collaboration. Many exhibit entrepreneurial tendencies, often juggling side projects or startups. This entrepreneurial spirit impacts their approach to traditional employment and their ability to embrace a “side hustle.” While this has caused them to be “less loyal” than older generations, it can also catalyze creativity and company growth.
4) They are Redefining Work Motivation
Work-life balance is paramount to Gen Z. Unlike previous generations, they are unwilling to compromise personal well-being for work. This translates to a strong desire for flexible work arrangements and a push for practices that promote work-life balance. They also care deeply about the company’s social impact and how their work aligns with their values.
5) They are Hungry for Mentorship
Mentorship is paramount to Gen Z. In almost every conversation we have with candidates, they indicate a desire to be mentored or have questions about mentorship opportunities in the workplace. They value guidance and investment in their professional growth.
Adapting Your Hiring Strategy for Gen Z Success
My decades in recruiting have taught me this: successful companies adapt their hiring strategies to attract the best talent of each generation. Here are some key areas to consider when recruiting Gen Z:
1) Embrace Work Flexibility
The pandemic has undoubtedly shifted the way we think about work arrangements. Consider offering a flexible work model to cater to Gen Z’s work-life balance needs. This could include options for remote work or even a hybrid approach that allows employees to split their time between the office and home. Additionally, exploring an “unlimited PTO” policy, with clear communication and workload management guidelines, can demonstrate your trust in Gen Z’s ability to manage their time effectively.
2) Showcase Growth & Mentorship
Don’t be afraid to go beyond simply listing career advancement opportunities during the hiring process. Gen Z thrives on a clear path for development, even if it’s fast-paced.
Here’s a helpful question you should consider answering for them in the interview process: “If I’m successful in a year, what could that mean?”
This doesn’t necessarily mean rapid promotions but rather a structured plan that outlines opportunities to learn new skills, take on additional responsibilities, and gain valuable experience. By showcasing your commitment to their growth, you’ll attract Gen Z talent and keep them engaged and motivated in the long run.
3) Make Your Culture Real
Gen Z wants to connect with your company’s values on a deeper level than just generic mission statements on a website. To truly resonate with them, go beyond traditional recruiting materials and showcase your company culture in action.
This could involve team-building exercises, discussions led by current employees from different departments, or even casual coffee chats where candidates can ask questions in a relaxed setting. By giving them a glimpse into the day-to-day life of your company, you’ll attract Gen Z candidates who are a good fit for your unique culture.
4) Invest in Interpersonal Development
While technical skills are undeniably important, remember the value of strong interpersonal communication skills in the workplace. Consider offering workshops or training programs focused on effective communication, active listening, and conflict resolution.
Equipping Gen Z with the tools they need to navigate the sometimes tricky world of workplace interactions can go a long way toward retaining them. This investment benefits Gen Z’s professional development and fosters a more collaborative and productive work environment for everyone.
Bridging the Generational Gap Doesn’t Have to Be So Boring
Let’s be honest; sometimes, the best way to bridge the generational gap is with a little humor. Gen Z might not have mastered the art of the formal interview thank-you note, but their digital fluency and entrepreneurial spirit can be a game-changer for any company. So, ditch the outdated hiring practices, embrace a minor informality (within reason!), and showcase your company’s genuine personality.
Gen Z values authenticity, and by showing them the real you, you might attract the perfect addition to your team. Remember, the future of work isn’t about “us vs. them.” It’s about working together to build something amazing.
By: Kent Wilson