Attracting top talent can be a challenging endeavor, as companies compete fiercely against each other in the UK's job market, which currently has more job vacancies than job seekers. The younger generations are in high demand, as they are often viewed as more confident and technologically savvy. Specifically, Millennials and Gen Z candidates make up more than two-thirds of the available workforce within this demographic.
Any company seeking to attract the best talent must understand the key priorities of Millennials and Gen Z candidates. This understanding is vital to creating an effective job advertising, employee search, hiring, and interview process.
This article explores who Gen Z and Millennials are, their values and employment preferences, and strategies to attract and retain Gen Z candidates.
What is Gen Z and the Millennial Generation?
Individuals who were born between 1981 and 1996 are categorized as members of the Millennial workforce, and are typically aged between 25 and 40 years old. The new generation, known as Generation Z or simply Gen Z, encompasses those born in 1997 and onwards, and are typically aged between 18 and 24 years old.
What Gen Z Job Seekers Want / Gen Z’s Preferences
Over the past few years, the workforce has undergone significant changes that have impacted the attitudes and values of skilled talent, leading to a redefinition of job flexibility.
Attitudes of Millennials and Gen Z
The 2022 Randstad Workmonitor survey, a component of the #howwework revolution, has exposed alarming revelations for companies with open positions and existing Gen Z employees. A large proportion of Millennial and Gen Z workers 'would not consider a job that does not meet their expectations.' Furthermore, they are 'ready to abandon a job if it interferes with their preferred lifestyle.'
Dubbed the 'Great Resignation,' 40% of Millennial and Gen Z employees left their jobs in 2021 because they didn't fit with their personal lives. The same percentage indicated that they would reject a job offer from an employer that was not devoted to social causes and committed to improving diversity and equity.
Isolation has had the most significant impact on Gen Z employees as they were compelled to work remotely, with one in four experiencing mental health issues, such as depression and anxiety. Current employees now recognise that happiness is the key to success in both work and life. For young people and Gen Z talent, job stability and financial security, which were once desired by previous generations and those in the latter stages of their career, are no longer priorities.
Entrepreneurs and Hiring Managers must appreciate the importance of well-being because the latest generation working in the gig economy 'would rather be jobless than unhappy.'
Gen Zs Values
When it comes to advertising jobs and attracting potential candidates, you might assume that a great benefits package and pay are the most crucial factors. However, more than one-third of the upcoming workforce claims they'd be content earning less salary and benefits if their company was socially aware and the new job involved contributing to society.
For Gen Z and Millennials, working for a company whose values align with theirs is a top priority. Candidates are passionate about social justice, corporate social responsibility, workplace diversity and inclusion, as well as climate change. It's clear that these generations seek employment with companies that prioritize sustainability and tackling environmental issues.
Although offering a fair salary is always an integral part of the recruiting process, having meaningful work and creating a positive impact on society is crucial to attracting Gen Z workers and retaining them.
Flexible Work Environment
Millennials and Generation Z, having had access to flexible working options facilitated by information technology, have become digital natives proficient in working remotely using mobile devices. The pandemic was a catalyst for transformation in the work environment, with many employers and employees experiencing remote working for the first time. Although restrictions are now lifted, the old norms are unlikely to return entirely.
Nearly two-thirds of available talent do not prefer the traditional Monday to Friday 9-5 work schedule. Candidates prioritize achieving a better work-life balance, adopting schedules like a four-day workweek or hybrid work schedules with only a partial return to the office.
Over 40% of job seekers actively searching for a job state that they would not consider a job that did not offer flexibility around working hours and location.
Recruitment Process to Attract Gen Z Workers
To establish an efficient recruitment process for the next generation, it's crucial to prioritize your employer brand and candidate experience. College students, Millennials, and Generation Z are internet and social media savvy and conduct extensive research to discover potential employers before submitting job applications.
To capture the interest of a diverse range of talent, you'll need to review your employer branding, career site, and job descriptions, making sure to highlight critical factors like development opportunities, benefits, and flexibility. To effectively grab the attention of potential candidates, you should:
Ensure Career Sites, Social Media Platforms, and Job Descriptions Incorporate the Attitudes of the Future Workforce
Ensuring job satisfaction is crucial for Gen Z candidates, who seek a sense of purpose and meaning from their work. To accomplish this, your career content should focus on highlighting how the candidate will make an impact and contribution, how employees are recognized, and the career advancement/career progression opportunities available, such as mentorship programs to learn new skills.
Align your Values to the Newest Generation
Review your mission, values, and company culture to ensure they align with those of your employees, candidates, and society. Take the time to evaluate whether your company has inclusive policies that promote an ethnically diverse workforce and how your company is working towards a greener economy. Ask your existing staff about their experiences to gain insight into their mindset and your company's performance on social and environmental issues.
Promote Job Flexibility
Candidates want to have control over where and when they work, so it's essential to evaluate the effectiveness of your workplace policies, including job-sharing opportunities, flexible schedules, and remote work arrangements. To achieve a better work-life balance, you might consider implementing hybrid working, where in-office meetings are scheduled to promote team building and collaboration. You can initiate the process by offering in-person or virtual job interviews during the interview scheduling phase.
Hiring Process Resources for Hiring Gen Z Candidates
Your hiring team can focus its recruiting strategy with a job description and advertising guided by a job description template and job advert template. Furthermore, you can read our advice and tips for writing a job description and how to use OpenAI to write job adverts.
Hiring Millennials and Gen Z Employees FAQs
Next, we answer your questions on developing a career site and an hiring process for attracting and hiring Gen Z talent and Millennials.
Generation Z and Millennials are different in several ways. Generation Z was born between 1997 and 2012, while Millennials were born between 1981 and 1996. Some of the main differences between the two generations are:
- Technology: Gen Z is the first generation to grow up entirely in the digital age. They are more tech-savvy and prefer communication through social media and messaging apps. Millennials, on the other hand, grew up with technology but remember a time before the internet and smartphones.
- Diversity: Generation Z is the most diverse generation in history. They are more likely to embrace diversity and are more accepting than previous generations of different cultures, lifestyles, and beliefs.
- Work ethic: Generation Z is more pragmatic and career-focused than Millennials. They prioritize job security and financial stability over finding a job that aligns with their values or passions.
- Entrepreneurial spirit: Generation Z is more entrepreneurial than Millennials. They are more likely to start their own business or side hustle and value the flexibility and autonomy that come with being their own boss.
Recruiting Generation Z talent is essential for companies that want to stay competitive in the future. Here are some reasons why:
- Diversity: Generation Z is the most diverse generation in history. By recruiting from this generation, companies can bring in a diverse range of perspectives, experiences, and ideas.
- Technology: Generation Z is the first generation to grow up entirely in the digital age. They are more tech-savvy and can help companies stay ahead of the curve in terms of digital innovation and transformation.
- Fresh ideas: Generation Z is known for its creativity and out-of-the-box thinking. By recruiting from this generation, companies can tap into their soft skills, fresh ideas and perspectives to solve complex problems and drive innovation.
- Work ethic: Generation Z is more pragmatic and career-focused than Millennials. They prioritize job security and financial stability, which means they are more likely to be committed and loyal to their employers.
To attract a Millennial and Gen Z workforce, companies need to focus on several key areas:
- Company culture: Millennials and Gen Z value a positive company culture that aligns with their values and beliefs. Companies need to prioritize creating a welcoming, inclusive, and supportive workplace.
- Career development: Millennials and Gen Z want to know that there is room for growth and development in their careers. Companies need to offer opportunities for training, learning, and advancement.
- Flexibility: Millennials and Gen Z value flexibility in their work arrangements. Companies need to offer flexible schedules, remote work options, and other work-life balance initiatives.
- Technology: Millennials and Gen Z grew up with technology, so companies need to provide the latest tools and software to attract and retain top talent.
Generation Z wants a workplace that offers:
- Flexibility: Generation Z values flexibility in their work arrangements. They want the freedom to work remotely or adjust their schedules to accommodate other commitments.
- Career development: Generation Z wants to know that there is room for growth and development in their careers. They want opportunities for training, learning, and advancement.
- Inclusion: Gen Z is the most diverse generation in history. They value inclusivity and want to work in a company that embraces diversity and offers a welcoming environment.
- Purpose: Generation Z wants to work for a company that has a clear purpose and makes a positive impact in the world. They want to feel like their work is meaningful and has a purpose beyond just making a profit.
To attract Gen Z candidates, companies should consider the following:
- Social media presence: Gen Z is the first truly digital-native generation, and they spend a significant amount of time on social media. Companies should have an active presence on platforms like Instagram, Twitter, and LinkedIn to showcase their brand, values, and culture.
- Authenticity: Gen Z is known for their authenticity and transparency. Companies should be transparent about their values, mission, and culture to attract Gen Z candidates who share those same values.
- Purpose: Gen Z wants to work for a company that has a clear purpose and makes a positive impact in the world. Companies should highlight their social and environmental impact and demonstrate how their work contributes to a greater cause.
- Tech-savvy: Gen Z is tech-savvy and expects companies to be as well. Companies should use the latest recruiting technologies and tools, such as AI-powered chatbots and virtual career fairs, to attract and engage Gen Z candidates.
- Diversity: Gen Z values inclusivity and diversity, and they want to work for companies that prioritize these values. Companies should showcase their commitment to diversity and inclusion in their job postings, career fairs, and social media presence.
To recruit Millennials, companies should consider the following:
- Company culture: Millennials tend to value a positive work culture that aligns with their values and beliefs. Companies should prioritize creating a welcoming, inclusive, and supportive workplace.
- Flexibility: Millennials value flexibility in their work arrangements. Companies should offer flexible schedules, remote work options, and other work-life balance initiatives.
- Career development: Millennials want to know that there is room for growth and development in their careers. Companies should offer opportunities for training, learning, and career growth.
- Social responsibility: Millennials want to work for a company that makes a positive impact in the world. Companies should showcase their social and environmental impact and demonstrate how their employer brand contributes to a greater cause.
- Digital recruitment: Millennials are digital natives and expect a seamless, digital recruitment experience. Companies should use the latest recruiting technologies and tools, such as AI-powered chatbots and virtual career fairs, to attract and engage Millennial candidates.