8 Ways to Better Attract & Retain Gen Z Workers

As the workforce continues to evolve, attracting and retaining Gen Z employees is a critical priority for HR managers. Born between the mid-1990s and early 2010s, Gen Z brings a unique set of expectations and preferences to the workplace than other generations.

Recruiting Gen Z doesn’t need to be a guessing game. This article provides actionable tips and strategies tailored to the needs and desires of Gen Z workers. By implementing these insights, you can create a more appealing and supportive work environment.

1. Be Where Gen Z Lives – Online

Gen Z was basically born into a digitally native world. They spend a significant amount of time online, with more than 50% spending 4+ hours on social media every day. So, in order to attract them, you need to have an engaging online presence. 

Social Media

Make sure your company integrates the recruitment messaging and marketing into the wider social media plan for the business. Work with the marketing team to make posts, videos, or stories about the benefits that Gen Z receives from working with your organization. This could include current employee stories, open job postings, and company culture, and can help attract new talent.

Job Portals

Make sure your company is listed on popular job portals. Even if you don’t have a current opening, consider collecting spontaneous applications to get relevant interest.

List your company on Evolia’s Job Portal and get seen by thousands of people in your area looking for shifts.

2. Flexible Application Options

When it comes to the day-to-day, Gen Z highly values flexibility in all aspects of their work with an organization. This includes right from the application stages. If you want more qualified candidates to submit an application, make it easy! 

Recommended Reading: Full-time vs Part-time Work: Definitions, Industry Practices, Pros and Cons, and More

3. Focus on Workplace Culture

One of the commendable traits for Gen Z is their focus on positive workplace culture. They understand that you’re going to be working for a long time, and it’s important that your time is spent in good company. A supportive workplace culture also provides better wellbeing, a main priority for Gen Z and millennials.

They won’t tolerate bad workplace culture, so in order to attract and retain them for the long-term, you’ll need to foster a culture of transparency, inclusivity, and open communication.

Specifically, highlight these values in your job descriptions, throughout the recruitment process, and in your employer value proposition.

4. Offer Flexible Work Scheduling

Flexibility goes beyond that first application process and screening. It needs to be ingrained into the workplace to truly offer the level of flexibility that Gen Z is looking for. 

Allow employees to have a flexible work schedule with auto scheduling software. Give them the option to swap shifts with other employees, submit their availability, request time off, or even work compressed shifts to fit their work-life fit. This flexibility is of utmost importance to help them manage their personal commitments while maintaining productivity at work.

Recommended Reading: How to Recruit and Manage a Flexible Workforce

5. Ensure Equality across Decisions

Ensuring equality in all business decisions is essential for retaining Gen Z employees, who value fairness and transparency. They value these characteristics even more so than other generations.

When making decisions that could affect Gen Z staff, approach the decision making process with a transparent framework. This includes explaining how and why decisions are made, especially those related to promotions, task assignments, and compensation. Transparency helps build trust and that’s what this generation wants to see from their employer.

A pronounced way of empowering Gen Z employees with decision making is by implementing a bottom-up approach for decisions. This allows staff to have influence in decisions, making them feel more valued at work.

6. Post Clear and Accurate Job Postings

Providing accurate and clear job descriptions is essential to help you find talent that is rightfully suited for your business. It also is respectful of your applicants’ consideration and time.

Here are important sections to include clear and detailed information, in order to ensure your job postings are clear and accurate:

• Detailed Job Descriptions;
• Qualifications and Skills;
• Company Culture;
• Growth Opportunities;
• Compensation and Benefits;
• Shift-specific Considerations;
• Work-Life Balance.

7. Offer professional development and internal career pathing

Research from Deloitte shows that Gen Z is eager for growth and development opportunities. They’re young, ready to learn, and build their skills to add more value and increase their earning potential.

Showcase to potential candidates that you offer professional development opportunities. You can do this by listing the budget or additional income they are given to pursue these opportunities during a year.

Internal career pathing works well for attracting Gen Z employees who want a long-term employer, but also can help you retain staff longer than without. By working with your younger staff to map out their next promotion or area they could move into in the company, you can fill positions as you grow and keep talent around.

Not only that, staff development can help you avoid staffing shortages if employees are cross-trained for different areas of the business.

Lastly, consider pairing your Gen Z workers with senior staff or executive leadership to establish an informal mentorship program. These programs can provide valuable guidance, support, and knowledge transfer.

8. Open up to Employee Referrals

Employee referrals is another powerful recruitment tool. Incentivize your current staff members (typically with additional time off, money, business credits, etc) to refer their friends or to post online about your company for potential referrals. This way, you can get in front of potential candidates directly by word of mouth, a powerful way to attract Gen Z workers. 

Conclusion

For attracting and retaining Gen Z employees, keep their time and consideration at the top of the list for importance.

That goes for everything from the application process to interviews, and even building efficiencies into the scheduling process. 

These tips will help you get more qualified candidates in the door and will help you keep them around longer, too.

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