Understanding Gen Z Candidates
The next generation of workers is here, and these candidates are already making waves and causing companies to rethink how they do business. Generation Z, composed of those currently age 11 to 26, is made up of 61 million people in the United States. As Gen Z workers begin their careers or prepare to enter the job market in the years to come, it’s critical that businesses understand how to attract these candidates. Gen Z job seekers are in many ways unique from other generations — to successfully recruit and retain them, employers need to understand just what Gen Z wants in the workplace.
Gen Z Craves Job Security
Growing up amid the Great Recession, coming of age during the COVID-19 pandemic, and witnessing recent rounds of layoffs and hiring freezes have made Gen Z less prone to job hopping than the millennials preceding them. In fact, a recent survey of college-grad job seekers showed that 85% of respondents prioritized job stability above everything else. In a shift from the millennial workers who currently dominate the job market, 70% of recent grads say they can picture themselves staying with a company long term.
Searching for High Starting Salaries
As the cost of living rises and inflation continues to dominate the news, younger workers are looking for jobs with high starting salaries that can help them support themselves. However, Gen Z job seekers aren’t unrealistic about what they’re asking for; on average, this group defines a “high” starting salary as $82K. Meeting this salary demand will go a long way in retaining talent as this generation primarily ranks pay as their top motivator for staying at a job.
Putting More Emphasis on Mental Health
More than any previous generation, Gen Z workers are openly concerned about their mental health. Fifty-five percent of 18- to 24-year-olds report receiving a diagnosis and/or treatment for mental illness, compared to just 31% of workers over the age of 55. This emphasis on mental health and employee well-being doesn’t pause during working hours. A recent survey showed that 47% of recent grads expected to be provided mental health support in their future career, while 43% expected to be able to talk openly about mental health at their office.
The Importance of Diversity and Social Responsibility
Gen Z candidates are looking at more than just salaries when applying for jobs; they’re researching company culture to ensure their values align. Eighty-three percent of Gen Z candidates consider a company’s commitment to diversity, equity and inclusion (DE&I) when choosing an employer, while 41% expect their company to be engaged in social causes they support. And, as statistically the most racially and ethnically diverse generation yet, Gen Z is looking to see that diversity reflected in the workplace. In fact, a reported 53% would not apply to a job or internship if they believed the company wasn’t diverse enough.
To attract Gen Z, companies need to make DE&I a top priority. Businesses should include DE&I information and company values on their website and throughout their online presence to clearly signal to Gen Z workers where they stand on the issues that matter most to them. Gen Z candidates should also see these policies clearly reflected in the workplace. That means building the diverse workforce that Gen Z candidates are looking for. Ensuring that benefits cover mental health treatment and include mental health days will also resonate with young workers.
What Gen Z Wants in the Workplace
With many businesses putting an increased focus on retention efforts, Gen Z’s willingness to stay with a company long term makes them ideal candidates. To attract these workers, employers need to understand what Gen Z job seekers want. Putting greater emphasis on the following areas can help employers stand out to Gen Z candidates in a crowded marketplace.
Pay Transparency
With starting salary high on the list of Gen Z priorities, greater salary transparency can help attract young workers. A survey of recent grads found that 85% were less likely to apply for a job if the salary range wasn’t listed in the job posting. Being transparent about salaries also has positive DE&I implications. Posting salaries can signal to Gen Z that employers are serious about ensuring pay equity, which about 62% of Gen Z candidates look for in an employer.
Flexibility
Reflecting the general trend of workers post-pandemic, Gen Z candidates want greater control over their schedules with employment options that adjust to their desire for work-life balance. However, that doesn’t mean these candidates are only looking for remote work. Rather than searching for fully online positions, some of Gen Z appreciates a hybrid schedule that gives them flexibility while also offering some in-person experience.
Career Growth
Gen Z is entrepreneurial by nature and no stranger to side hustles. This drive makes career growth an important factor when deciding on a job opportunity. Offering Gen Z employees mentorship and upskilling opportunities, along with career planning, can help attract and retain young talent. Companies that don’t offer these opportunities may struggle to hold on to employees; Gen Z workers who do not receive job training are more likely to quit than those who do.
Get Help Attracting the Next Generation of Workers
Workforce solutions partners like Aston Carter can help companies implement many of the processes necessary to attract and retain Gen Z job seekers. This includes helping companies develop an employee value proposition to better explain their brand mission, values and culture to potential candidates. EVPs allow Gen Z applicants to familiarize themselves with brands before applying, ensuring their values align and helping with overall retention.
Aston Carter can also provide employee experience support to ensure employee needs are being met. This includes regular high-touch interactions and timely feedback that can help young employees feel supported and valued by their company. Performance optimization offerings like coaching and skill development can also provide Gen Z with the career training and upskilling opportunities they need to support their desired career growth.
Contact us to learn more about what Aston Carter can do to help attract Gen Z job seekers.
US - EN
