Young employees have some specific expectations for jobs. Are you really prepared to walk the walk?
Nearly half of Generation Z workers, those between the ages of 18 and 23, say they regret accepting a job offer, according to a recent survey; and only about half (51%) say they envision themselves having a long tenure at their organization. As regret can lead to turnover, low morale, and poor productivity, it’s important to know what Gen Zers want and how to hire candidates who are truly in sync with your organization’s culture.
About a quarter (23%) of Gen Z candidates say that development opportunities are a top attraction. They also want flexibility in their work arrangements (i.e., the ability to work from any location), and they think that work can and should be fun. While salary and benefits aren’t guaranteed to keep young workers, 38% of Gen Zer say they would leave a job because of compensation.
Gen Z workers count on managers to have their best interest at heart. For instance, one study found that 75% of these employees expect to be coached by their managers. They also say they value a boss who can effectively communicate the company’s vision, provide frequent feedback, and manage workers consistently.
Three-quarters of Gen Zers believe that they should be promoted after one year in a position, and 40% think they will earn more than $100,000 annually at some point in their career. While they have high hopes for their earning potential, only 30% think they’ll be able to repay student loans.
As 72% of Gen Zers think racial equality is essential, it is important to share your company’s efforts to promote diversity and inclusion with these job candidates. Once they take a job, it will be essential to demonstrate the organization’s commitment to ensuring equality.
So now you know what Gen Zers want. Don’t expect to talk the talk during the hiring process without walking the walk after these workers come on board. Ask yourself some serious questions:
· Do you have strong policies regarding diversity and inclusion? Are they applied consistently across the board? How diverse is your staff?
· What flexibility do you offer employees? How many people work offsite all or some of the time? Can employees work flexible hours to accommodate commuting, family, or other issues? Can shift workers cover for each other and change schedules?
· What career advancement/development opportunities do employees have? When/how are new hires eligible to participate in these? Do you have a formal mentorships program? If not, how are requests for mentorships handled?
· What opportunities are there for “fun” at work? What percentage of your employees would say they enjoy work and/or that the work environment is fun?
Don’t oversell benefits that are appealing to Gen Zers. Instead, develop programs and efforts that will attract these employees and promote these aspects of the job and workplace honestly in the hiring process. The result will be lower turnover and fewer regrets.
