How to Best Recruit Gen Zs Into Your Company And Keep Them, Too

Gen Z: they’re young, tech-savvy, and make up more than a third of the world’s population. As more of them enter the workplace, organisations must learn how to attract and retain these fresh talents.

Some employers have found it difficult to interview Gen Z candidates, calling them “entitled,” “picky,” or unmotivated. But multigenerational workforces offer many benefits for your company, including a significant competitive advantage, the development of a strong talent pipeline, and the potential for better knowledge retention.

So, do you see the significance of bridging the generational divide? Now to the more crucial question: how can you recruit Gen Z?

The key to attracting talent is to understand them. Learning more about the characteristics that define their generation will make it easier for you to figure out what makes them tick.

First things first – Gen Z are not Millennials. While it may have been trendy to call anybody young a “Millennial” a decade ago, most Millennials (born between 1981 to 1996, according to the Pew Research Center) are now entering their middle age, the oldest of which are now in their 40s.

Gen Zs, born between 1997 to 2012, may have similar characteristics to the generation right before them, but they have distinct differences. Millennials are tech-savvy, but Gen Zs are even more connected to the digital landscape. The former grew up with the advent of the internet and social media. On the other hand, the latter was born into a world where the internet has been around for years. It makes Gen Z even more technologically adept and, work-wise, more adaptable to new technologies and innovation platforms.  

It also means that Gen Zs tend to be more independent, solo workers than Millennials. While Millennials are well-known to be collaborative, thanks to the internet, Gen Zs have grown up figuring things out for themselves, reflected in their work ethic. They are competitive and often do their best work when on their own.

While salary has always been a priority for most individuals – our Decoding Global Talent Report puts financial compensation in the top 3 – those in Gen Z are more likely to value financial stability than Millennials. Because Gen Zs were born during the recession, they saw the impact of the financial crisis on their parents and have become more budget-minded. While Millennials grew up to be more optimistic, thanks to a childhood experiencing prosperity and a booming economy, Gen Zs are more realistic and practical.

However, wanting a good salary doesn’t necessarily translate to company loyalty – Gen Z workers in Singapore, according to a PwC survey, are more likely to switch jobs over the next 12 months compared to other age groups. More than the salary, Gen Zs are looking for roles that offer them job fulfilment, the opportunity for growth and a flexible working environment.

Gen Zs are highly adaptable, especially with technology. Because they’re highly competent with technology, they’re able to learn new developments fast, easily adjusting to new forms of tech in the office.

Having Gen Zs in your team can add new perspectives that you didn’t have before. You must have a variety of voices during a meeting or brainstorming session to inspire better ideas and see the bigger picture.

Gen Zs place heavy importance on social and environmental values, wanting their work to have meaning and purpose. If they choose to work for you, they will come in and do their best because they want to make impactful changes in the company.

Gen Zs thrive on working independently. They can work under very minimal supervision, which means managers and supervisors can focus on other issues and trust that their workers can get the job done.

More than any other generation, Gen Zs prioritise social activism, looking for organisations that reflect their values and ethics. Deloitte’s “Welcome to Generation Z” report emphasises the need for companies to be good global citizens, being vocal about important issues like sustainability, climate change and diversity to catch Gen Z’s attention.

What your organisation can do: Be transparent. Talk about the initiatives your company is doing towards bettering society. Gen Zs value authenticity, and if a company says they are committed to upholding specific values, these workers will hold them accountable if they don’t practice what they preach.

Because they’re such digital natives, Gen Z will be more likely to work for a company that is up to date with the current technological trends. Outdated tech might make them frustrated in the workplace, especially when they know that things could be better. They’re also a proponent of the “work smart, not hard” concept and would rather utilise their tools and skills to be more efficient and productive instead of working overtime.

What your organisation can do: Invest in technology that will make your workers more efficient and productive. Digitalisation can help employees focus on high-value tasks and make them feel more empowered about their contributions to the workplace.

Gen Zs are highly interested in companies that can offer them work-life balance. They are mindful of setting boundaries and are more concerned about having a life outside office hours instead of putting in extra hours at work.

What your organisation can do: Offer the option of hybrid work arrangements, which gives the employee the option to work where they want to work. Benefits such as an option for sabbaticals, flexi-time and paid time off can also offer Gen Zs the ability to make the most of their time at work, on their terms.

Gen Zs have grown up with online learning as a constant. Opportunities to learn more and upskill can be a good motivator for them, as their competitive nature makes them want to grow to their full potential.

What your organisation can do: Offering learning and development courses, mentorship programs, and even peer coaching with their more experienced colleagues, can help Gen Zs feel empowered and feel that they’re growing in the company.

Like every generation that came before them, Gen Zs are a product of their environment. Because they were born into a fast-paced, highly connected, digital world that has seen multiple crises and times of upheaval, they’ve become highly critical of the workplaces they want to be involved in. What may seem like entitled behaviour to some may just be a request for employers to keep up with the demands of modern life.

Hiring Gen Z candidates can offer many benefits to an organisation, and employers need to bridge the generation gap to have a successful and inclusive multigenerational workforce.

For employers with Gen Z employees, we highly recommend you sit down and establish a dialogue with them – Gen Zs are known to be very vocal. Allow them to speak up, and they’ll be sure to make themselves heard.

Visit the Employers Insights page for more tips to guide you in attracting suitable jobseekers. It can also help you stay up to date on the latest employment trends to boost your talent acquisition needs. Register now on JobStreet to start building your workforce today.