While every generation is unique, those who grow up under similar global circumstances tend to share some commonalities. Gen Z, those under 26 years old, is no exception. When seeking job opportunities, Gen Zers prioritize things that may not have been important to previous generations. Therefore, organizations must take specific measures to attract this dynamic group. Talent development expert Chelsea Williams, who works closely with many Gen Z professionals through her national workforce and development company Reimagine Talent, shared six things companies must prioritize to stand out to Gen Z job seekers.
Firstly, companies must express a clear dedication to diversity and social impact. Gen Zers are a diverse group and value companies that demonstrate a genuine commitment to social impact, doing good, and diversity, equity, and inclusion. Companies should actively provide scholarships and work-based learning opportunities to marginalized communities and detail their efforts around building a diverse workforce, supporting employees from underrepresented groups once they're hired, and giving back in job descriptions and interviews.
Secondly, companies should be transparent about pay and growth opportunities. Gen Zers are aware of the competitive nature of the current hiring market, and they know they can turn to the gig economy if prospective employers aren't prepared to pay them what they deserve. Therefore, companies should narrow the salary range they can offer as much as possible in job descriptions and be upfront about career mobility and professional development opportunities, including tuition reimbursement, professional-development stipends, and training programs.
Thirdly, companies must offer community through mentorship and affinity groups. Gen Zers need to see that companies can build a great culture and offer them support as part of the team. Companies should connect job applicants with new Gen Z hires during the interview and hiring process and build out mentorship programs, affinity groups, and regular Q&A sessions for Gen Z employees.
Fourthly, companies should focus on skills and competencies, not a candidate's major. Employers will have more success in landing and retaining Gen Z talent when they emphasize the skills and competencies they are looking for instead of the major or course of study. This approach will give employers a better sense of what a prospective hire is capable of, and a Gen Z job seeker will also be attracted to an organization that talks about its workforce this way.
Fifthly, companies must go where Gen Z hangs out. Posting jobs in the same places, reaching out to the same academic programs, and recruiting at the same colleges and universities will not get you the Gen Z talent you want. Therefore, companies should leverage Gen Z employees who are already working within the organization with Q&A sessions, broaden the scope of campus visits, and look for ways to brand the company on social media platforms like TikTok. Storytelling is also a powerful recruiting tool.
Lastly, companies must cultivate a spirit of entrepreneurship. Gen Zers need to know that companies are creating an innovative workplace, and building a culture of entrepreneurship within the team is one way to do that. Companies should communicate with applicants about the clarity with which ideas are shared and rewarded and showcase examples of products and services led by the team. Employers can talk about the ways that employees can build projects, processes, programs, and systems and be part of creating something that doesn't exist.