Despite talent acquisition managers targeting Millennials for the past decade, the newest generation has entered the workforce and although you may think that the same tactics can be applied to Generation Z, these are fundamentally different groups.

Because of this, you need to start preparing. Not only for hiring people in Gen Z, but for retaining and attracting them to your organization. After all, they make up about 24% of employees, and that number is only going to go up with time.

Gen Z workers want stability

Many hiring managers have noted how Millennials are job hoppers. Unlike Boomers that could remain in a company for decades, this generation is notorious for switching roles based on the opportunities.

Unlike Millennials and more like Boomers, Gen Z is more interested in pursuing long-term careers. The majority experienced the Great Recession of 2008 during their childhood. With many fresh out of college, they are also experiencing the consequences of a global pandemic at the beginning of their careers. As a result, this generation is going to be looking for stability. If you are a company that can offer job security, growth opportunities, or additional programs to assist in finances, emphasize it.

Gen Z is a tech generation

This generation grew up with social media as an integral part of their everyday life.

Studies have shown that Snapchat is the preferred social media platform for Gen Z, with 41% naming it as their favorite. This same survey showed that younger people are also less likely to use Facebook.

It’s smart to advertise your company on Instagram or apps like TikTok. Apps will evolve over time and you’ll have to update your strategy based on current trends.

If your website isn’t up to date, it’s time to do so. An outdated website can be an immediate turnoff. A poor user interface or website that’s isn’t mobile-optimized can give the impression that the company is out of touch.

Gen Z workers like autonomy

Since this generation grew up with Google, they’re used to doing the research and finding the answers for themselves. Most of them carry an entrepreneurial mindset.

Unlike previous generations, the majority care about having a strong work-life balance. They may be less keen on the traditional 9-5 work model. This generation is also 17% more likely to work on personal interests than millennials and 75% of Gen Zers aspiring to turn their hobbies into full-time jobs. Meaning, they are way more likely to be business owners in the future.

If you’re looking for talent, contact us! Twice ranked by Forbes as one of the best Executive Recruiting Firms in America, JDI is the trusted resource for talent. With decades of expertise in recruitment, a proven systematic approach to vetting talent, and a candidate database of over 100,000 executives, we are able to consistently deliver excellence to our clients. You can contact us at info@jdisearch.com