So let’s give a warm welcome to Generation Z. The oldest one is 24.
According to LinkedIn, that surveyed more than 2,000 Generation Z professionals, this new workforce knows that the days of Madmen and corner offices are over: 67% feel that the skills needed today are not the same as in past generations.
And as with any new workforce that comes into the scene, talent professionals and background check companies such as ourselves are chiming in with, “Can we learn how to better recruit, engage, and retain this talent?”
The short answer? Absolutely. The longer answer? Keep reading…
To get your creative juices flowing on how to approach this new wave of workers, we’ve brainstormed a list of tips for you to use as part of your recruiting tools.
Truth, they don’t believe that their jobs will be around 20 years from now. So it’s no surprise that 6 in 10 Generation Z professionals are willing to learn new skills to keep up. It’s in their blood.
They grew up on the internet. The internet. From diapers, straight to the screen, this generation was raised by social media and possibly, an overabundance of communication.
They have been teaching themselves the ways of the digital world since birth.
They don’t want a raise. Gen Z is hungry for knowledge. 93% of those surveyed by Linkedin agree that their top reason to learn at work is to improve at their jobs. Half of them prefer this be an independent approach, and want to feel they have time to focus on developing their skills.
A great resource for companies seeking corporate training is General Assembly. They are pioneers in digital education and career transformations that help strengthen teams.
Consider how companies can re-design entry-level jobs and training, in ways that attract and engage Generation Z.
Amazon is a great example. The Amazon Career Choice Program is offered to hourly employees, which prepays 95% of tuition costs for in-demand fields.
Aetna Digital, a startup acquired by the healthcare giant, offers its employees up to $5,000 a year in tuition reimbursement and up to $1,500 a year for additional training and conferences.
The research also found that 40% of Gen Z professionals who are already in the workforce are staying at their current role due to opportunities to learn and grow.
This generation is extremely savvy. They have more resources than any other generation when it comes to researching companies and what it’s like to work there.
This is why it’s important to be consistent and authentic in your brand and in your word. Reviews are everywhere. Just check out Glassdoor, a website where employees and former employees anonymously review companies and their management.
They are digital. They communicate in different ways than their predecessors, meaning recruiting professionals need to adapt.
Whether it’s channels like Snapchat or Instagram, it’s important talent professionals are taking this into consideration.
To retain a Gen Z workforce, there needs to be time for them to improve themselves.
Because they prefer more self-directed learning, consider whether your clients’ programs need a reboot.
Have you started experimenting with your approach to Generation Z? In what creative ways have your solutions worked?