Gen Z – defined as those born in the late 90s and early 00s – are joining the workforce in droves. This is already creating changes in businesses across nearly every industry and these disruptions and culture shifts will only become more apparent as more Gen Z employees are on-boarded onto teams. What else can an employer expect to see from hiring Gen Z tech employees?
A desire for greater work-life balance.
Nearly 70% of Millennials report feeling burnt out and Gen Z employees coming into the workforce want to avoid this. Businesses who want to keep top Gen Z tech talent need to make sure that they provide balance and boundaries to an employee’s work life.
Increased focus on diversity.
Businesses have had to pay increased attention to managing their diversity and inclusion efforts, as this has become a more significant issue for both employees and applicants. Gen Z employees have expressed a heightened desire to work in diverse environments and for employers who value diversity; businesses who want to attract and retain the best tech talent need to make this a priority.
Different job-seeking approach.
Gen Z candidates are looking for and applying to jobs in different ways than the generations that came before them. More candidates are turning to platforms like YouTube, Glassdoor, and even Instagram to see how brands interact with their employees and their customers. It’s important to keep this in mind when creating content and managing social media.
Increased need for communication and feedback.
Gen Z employees are some of the most tech-savvy work cohorts, but high–tech tools aren’t enough to keep employees happy. Offering options like remote work and collaboration tools are more important for Gen Z employee retention, but Gen Z team members also value consistent check-ins and even one on one, in-person conversations. Feedback is a critical component of Gen Z success; supervisor critiques should be regular, timely, and concise. Relationships are key to Gen Z employees and these factors help to support more positive employee-employer relationships.
A greater focus on education.
In addition to a growing focus on learning and development, Gen Z also has a different education preference. Most employees are motivated to improve and advance their skills and prefer training that’s self-directed and can be completed independently at their own pace.
Having to plan for different employee group preferences can be challenging, but it’s a worthwhile investment to successfully onboard and retain your best candidates for the long haul. If you’re looking for the best Gen Z tech candidates, we can help you find the right talent for your organization. Give our team a call today.