This past May, the Human Capital Institute hosted a webinar about Generation Z (individuals born between 1994-2010). Jim Link, CHRO for Randstad North America, presented findings from a joint study between Randstad US and its research partner, Millennial Branding, about the personality and work habits of Generation Z, and what organizations can do to prepare for their entry into the workforce.
Here are a few facts:
- 46% are “connected” for more than 10 hours a day (Source: Wikia).
- 34% are motivated by workplaces that have opportunities for advancement and 28% are motivated by meaningful work.
- 35% said that it is extremely important for their workplace to have a wellness program.
- 36% of Gen Zers said they want their future employer to give back to the community in such ways as creating new jobs locally, donating money, and fundraising for charity.
Why is this important today?
The U.S. Bureau of Labor Statistics projects Gen Z will be nearly 10% of the workforce by 2020, adding up to over 16 million employees.
That’s only five years from now.
So, we wanted to know what organizations need to do today to
attract the best and brightest from
We asked a few experts and here’s what they had to say:
Q) How can organizations best connect with Gen Zers to attract the top talent from this generation?
The values that Gen Z embodies needs to be a focus when looking for potential new employees from this cohort. Show that you are a company where individuals are allowed to voice their opinions and where employees have access to new technologies and products (if that's the case).
Generation Z is very focused on the internet and new technologies, so staying up-to-date with new apps and social media networks would help create a connection. They won't necessarily care what's in your newsletter, but they will care about pictures on Instagram or videos on Periscope.
Jane Sunley, CEO, Purple Cubed
Q) What are some of the ways organizations can show their community involvement/CSR activities as a way to become attractive to prospective Gen Zers?
According to the U.S. Department of Labor, 26% of youth between the ages of 16 and 19 are currently volunteering. Generation Z is determined to “make a difference” and “make an impact.”
Companies can offer volunteer and community activities during work hours. Allow Generation Z to volunteer for a certain number of hours per month (for example, 4 hours per month) on their favorite cause or encourage them to lead an effort to recruit other staff to join in.
Angela Copeland, author & career coach, Copeland Coaching
Q) What policies regarding the use of technology do organizations need to adopt in order to meet the needs and expectations of Gen Z?
Technology will have to be up-to-date or this cohort will lose patience. They are accustomed to being connected 24/7, so corporate rules and firewalls that block websites will turn them off.
Lynda Spiegel, career coach & resume writer, Rising Star Resumes
Your turn: What are some other ways organizations can prepare for Gen Z?