You’ve learned how to recruit and retain Millennial workers; now you need the A, B, Cs of Gen Z.
The first wave of Generation Z graduated from college in the spring. There are about 65 million Americans in this group, the youngest of which are still in grade school. Nonetheless, this is your future workforce, and it’s worth getting to know them now.
According to author Mark Beal, Gen Z share some similar characteristics with Millennials. They are digital natives, community minded, and socially conscious. They also are competitive and driven to achieve. They’re team players who want to support the company’s goals, but they don’t want to be just a number or a face in the crowd.
They are likely to questions why and how things are done; but don’t expect them to take “it’s just the way we do it” as an answer. They are innovators who seek new, better ways to do things. While Gen Zers are comfortable with technology, they are less self-assured when it comes to giving presentations and communicating away from the phone or computer. However, they are open to learning and value mentorships.
Health care professions may be especially appealing to members of Gen Z, as they are interested in work that makes a difference and contributes to a greater culture. They are team players, which makes them a good fit for the post-acute and long-term care space. Like Millennials, they want work-life balance, so flexible schedules will be appealing.
To attract Gen Z employees, Beal suggests letting them do much of the talking at interviews. They will tell you about issues and concerns you have never thought about, he says. He notes that as you recruit more Gen Zers over time, you should consider involving them in the hiring process. They can be your greatest advocate for attracting other good Gen Zers, who likely will be influenced by others talking about why your organization is a great workplace.