To get their best work, Gen Zers say they need direct and constructive performance feedback, hands-on training managers who value their opinions and the freedom to work independently.
Insights on how to hire, develop and most importantly how to inspired Gen Z.
by Industry Week Staff
photo: Workforce Institute, Kronos Incorporated
If you thought you had figured all you need to know about how to attract and retain millennials, well there is another generation you must master. Generation Z, which are early 20 year-olds and teenagers, has their own ideas about what they want from employers.
“If you want to be an employer of choice for Gen Z, compensate them fairly, ensure that they genuinely care about the job you’re hiring them for and provide them with the necessary training and flexibility so they can succeed without sacrificing their personal lives,” said Dan Schawbel, research director at Future Workplace.
To learn about this generation the Workforce Institute at Kronos Incorporated, conducted a study and offers some insights on how to hire, develop and most importantly how to inspired Gen Z.
How to recruit Gen Z: Prioritize pay, flexibility, and stability
- Money talks: More than half of Gen Zers worldwide (54%) – including 62% in the U.K. and 59% in the U.S. – say pay is the most important consideration when applying for their first full-time job. Money becomes increasingly important the older the Gen Zer, with 57% of 22- to 25-year-olds agree that nothing outweighs pay, compared to 49% of the 21-and-under crowd.
- Flexible-yet-stable schedules are a must: One in 5 Gen Zers say they want a consistent and predictable schedule (21%) yet also expect employers to offer flexibility (23%).
- Not all benefits are equal: Employee perks like free snacks, happy hours, and gym reimbursements are enticing, but traditional benefits (e.g. healthcare coverage, retirement plan, life insurance) are preferred by a 2-1 ratio by Gen Z, regardless of age or stage of life.
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