Gen Z, the generation born between the mid-1990s and early 2010s, is entering the workforce in increasing numbers, and recruitment professionals are faced with the challenge of attracting and retaining these young talents. Many organizations struggle to connect with and retain Gen Z employees. In fact, 74% of hiring managers find Gen Z to be the most challenging generation to deal with in the workplace.
Several factors contribute to this hiring gap, including the impact of the COVID-19 pandemic, which disproportionately affected younger workers, leading to increased layoffs and furloughs for Gen Z. Negative headlines and research findings about Gen Z workers have also fueled unnecessary friction in the workplace. Additionally, there is often a misalignment of career expectations between Gen Z employees and employers, leading to high turnover rates. It is projected that Gen Z will change jobs 10 or more times between the ages of 18 and 34.To effectively recruit and retain Gen Z, organizations need to adapt their strategies. Key steps include establishing clear expectations regarding job responsibilities and benefits, growth opportunities, and paid time off. Transparency is also crucial, by providing informative clarity on responsibilities, goals, and recognition. Salary transparency is especially important for Gen Z.
Source: Abode HR