There are a lot of stereotypes that are often attributed to the different generations, which can be harmful to their employment prospects. For example, Generation Z (Gen Z) is often considered the ‘problem children of business’ due to their ‘sensitivity, wokeness and apparent refusal to perform beyond what they are paid for’.
However, perceptions can be far from the truth.
Gen Z job seekers are often far from the irresponsible job-hoppers many make them out to be. While they may come from a generation that is unfamiliar to many older entrepreneurs and other business owners, it can pay to learn about what makes them tick and how owners and managers can attract them to their company.
Recruiting Gen Z involves accepting the things that they value that differ significantly from Generation X and the Baby Boomers. Here are three tips for securing the best Millennial talent for your business’s needs:
Many young people today struggle to find work since they lack the extensive experience outlined in many job advertisements. Employers need to be realistic about the work history of Gen Z candidates, and the challenges they may have endured over the last few years.. Consider if you actually require three years of experience for a new job position, and don’t ignore candidates who don’t have a long working history. Instead, enquire about extracurricular groups they have joined, internships completed or high grades achieved. Plan an interview that is focused on personality and hypothetical scenarios to ensure you don’t disqualify young candidates without assessing their attitude and aptitude properly.
Gen Z can be perceived as disloyal but this is not necessarily the case. Young people are desperately searching for long-term careers and want to work for companies with whom they see a future with. They want a career that aligns with their goals and values them as professionals.. So if you want Gen Z talent to stick around, you need to give them a reason to stay i.e. career growth, learning and development opportunities, flex days or work-from-home options.
Younger generations value a great workplace culture and genuinely want friendly mentors who serve to inspire and encourage them. Attracting and retaining new talent involves fostering a business culture that shows candidates they can have a good time at work while also learning and developing at the same time. When hiring someone, don’t just consider the skills required to fill a role; think of who will best fit your team and office culture.