The Inside Scoop on Gen Z Recruitment and Retention

Gen Z is transforming the modern workplace.  Compared to other generations, Gen Z is joining the workforce earlier, and will make up 30% of the workforce by 2030.  Additionally, job transitions for Gen Z are up 80% year over year, revealing the ways in which the generation is exploring early careers.  What does this mean for hiring professionals and the future of the workplace? 

Currently, hiring professionals are struggling to recruit and retain Gen Z, with one in two hiring managers having trouble connecting with early-career employees.  This lack of connection leaks into the overall employee base; organizations struggle to integrate Gen Z into established office communities.  

The hiring gap that Gen Z faces is due to several reasons. 

For starters, COVID-19 pushed young workers aside; Gen Z workers suffered a 79% increase in layoffs and a 73% increase in furloughs compared to other generations.  Additionally, excessive conflict exists within the workplace, usually resulting from negative headlines that target generational differences.  This causes tension between various groups within a workplace and pushes many Gen Z’ers to renege on current job offers.  Finally, the expectations that Gen Z’ers bring to work often do not align with their employers, resulting in confusion, dissatisfaction, and high turnover rates.  

These early-career turnover rates do not just impact the individual in question; they also affect the company, impacting time expenditures, monetary costs, and future prospects.  For example, it takes an average of 42 days to complete the recruitment process, which means positions are often unstaffed for over a month during the job search.  High turnover rates lead to more stretches of unstaffed positions, which can harm companies.  

Early-career turnovers are common, but often preventable. 

Hiring managers can implement several goals to reduce turnover rates.  The first step is to establish clear expectations with new employees.  This is arguably the most important thing hiring managers can do; 98% of Gen Z employees agree that clear expectations are important in the workplace.  This can lead to higher levels of mental and emotional stability in the office. 

The second step is to create genuine transparency.  This includes clear responsibilities and goals, as well as significant one on one check-ins with supervisors.  Salary transparency is especially key; in fact, it has the number one influence on job decisions, and 52% of Gen Z’ers wouldn’t accept a job without salary transparency. 

Hiring managers should also offer workplace respect.  This promotes positive mental health and encourages Gen Z to stay with a company long-term.  Respect entails a healthy work-life balance and demonstrations that employers value their employees’ work. 

Another solution is to develop strong connections.  45% of Gen Z’ers want to know their coworkers outside of work.  This can lead to stronger professional growth and connection.  Connections should grow between team members, supervisors, and other new hires. 

Finally, intentional communication can go a long way.  51% of Gen Z’ers want clear and concise information when learning about a job.  Gen Z also wants timely communication after interviews.  Ensuring communication during the hiring process can demonstrate a company’s commitment to communication day-in and day-out.

While there are several obstacles to Gen Z entering the workforce, there are also many ways that hiring managers can adapt.  The workforce is changing, requiring new perspectives, values, and connections.