4 Tips for Attracting and Retaining Gen Z Employees

Today, Generation Z takes up about 32% of the world’s population. Though the starting birth year for Gen Z varies depending on who you ask, most demographers use a year in the mid- to late 1990s – meaning the oldest members of Gen Z are already into their 20s. One thing is for certain: this demographic is a big piece of the labour pie you can’t afford to ignore. By 2020, Gen Z will make up a whopping 24% of our workforce. Some members of this demographic are already working, so we’ve had some time to get to know them in a professional setting.

What have we learned? This generation is attracted to different things than previous generations. Gen Z has a lot of big new ideas to bring to the table, and they’re making a push for technological advancement. Technology is a huge trend we are seeing for the future of construction, and it’s what Gen Z does best. If you’re looking to tap into the unique talents of this generation, you may need to adjust the way hire.

We’ve come up with 4 practical tips to help you attract and retain Gen Z workers.

1) Be a Tech-Savvy Employer

Time to revamp your online presence! Gen Z are tech-savvy by nature. They look for companies that are up to date on the latest technology and have active social channels. Don’t have a corporate Instagram account? Make one to showcase your company culture! Does your website need an update? Make those important (and yes, sometimes pricey – but worth the investment!) changes to your website so those finding your company during their job search are impressed with it.

Since Gen Z spend most of their time online, you’ll need to make sure your job postings follow suit. A sign in the window won’t attract this generation! Make sure you have a career section on your website, and take advantage of the many online job board services such as Indeed, Monster, LinkedIn and ZipRecruiter to attract Gen Z candidates.

2) Be authentic

Most of Gen Z say that they can tell when a brand is being inauthentic. They don’t want to work for brands like that. This is where your HR team may want to work with Marketing to make sure your brand’s personality is able to shine through to potential Gen Z candidates, without being too cheesy or coming across as “fake”. You want your future employees to understand your company’s personality and determine if your brand fits their values. Gen Z wants to work for more than just a successful company; they want to work for a company that they can relate to and with which they share common values.

3) Offer what matters to them

Gen Z are generally a very anxious and nervous group. They value job security, and the potential to grow within the company. Make sure you’re offering a safe workspace and benefits that are competitive to those of your hiring competitors. As well as job security, they value workplaces that prioritize mental health. That can be demonstrated through benefits that support mental health initiatives, consideration for work-life balance, and the creation of that same awareness and openness about mental health that gen Z is most passionate about.

4) Provide feedback

Not only will this help with attracting Gen Z candidates, but it will help with retention as well. Communicate to your Gen Z candidates that you are willing to offer feedback on their work. Gen Z is an independent generation who is quick to check Google if they have a question. Because of this independence, they enjoy owning projects and having responsibilities. This helps them feel safe and trusted (further addressing their job security needs). Gen Z wants to receive praise and recognition for their hard work, as well as feedback on the areas they need to improve. This feedback helps them continue to grow and improve within the company, and become the best employee they can be.

With the rise of every new generation, employers need to learn how to adapt their culture and hiring practices to successfully attract and retain a new demographic of employees. Gen Z doesn’t require open concept offices with ping pong tables and their own office barista (however, those would be cool incentives for any generation!). Gen Z values an authentic employer that is up to date on current technology, possesses modern values, and is dedicated to helping them succeed. By creating a positive corporate culture, and communicating that culture to your candidates through your online presence, you will be able to successfully engage this growing and thriving new workforce.