Recruit and Retain Generation Z

Generation Z are those who were born between 1990 and 2010. These individuals have grown up with the internet and technology at their fingertips. They constantly crave information, connection and activity. For recruiters, the challenge is to deliver all of the above.

It’s hard to believe that Gen Z is entering the workforce already. Someone who was born in 1993 is now 22 years old, finishing college and looking for entry-level jobs. If you’re a recruiter, you need to look for these talented adults, but you also need to balance their needs with those of other candidates in Gen Y, Gen X and the baby boomer demographic. Essentially you have to appeal to four groups at once. By now you have got how to handle and attract the baby boomers, Gen Y, and Gen X, down.

Many of the older generations look down at Gen Z because they are so tethered to technology. They are always on phones, social media, and connected to others at all times. There will be challenges and changes with this generation but it seems for the better. It is quite possible that the 9-to-5 work day as we know it will end with Gen Z. In their minds, they are “always on,” and they have all the tools necessary to get work done from anywhere in the world, so it makes no sense they would have to stick to a rigid schedule and be at the same place every day.

Below are some fantastic ways to recruit and retaining Generation Zs.

Generation Zs are more entrepreneurial at heart. Creating a culture that enables them to focus on new projects directly tied to business success.

They are less influenced by money. For Gen Z, about one-third (34 percent) say they are most motivated by opportunities for advancement, while 38 percent of Gen Ys are primarily motivated by more money. Because Gen Y fell into the economic recession, they have to catch up if they want to be able to afford to live on their own and get the same quality of life their parents did. Gen Z has seen what the financial crisis has done to Gen Y and is even more conservative and strategic.

Be honest. One-half (52 percent) of Gen Z states that honesty is the most important quality for being a good leader. They want leaders to be open with them and not hide information because of their age or title. If you're honest, they will trust you and want to work for you, it's that simple.

Don’t cage them. This generations has grown up in front of a laptop with the TV on in the background, a phone in their hand and an iPod in their ear. They are the ultimate multi-taskers. This needs to be taken into consideration in the workplace as putting them in a cubicle with a blocked internet and no mobile policy just won’t wash.

A little recognition goes a long way. Gen Z has grown up taking tests, exams, submitting assessments and producing reports for the majority of the lives, and so the concept of feedback and reward is not only desired, but expected from them.