The retirement of baby boomers is an aggravating factor in the labor shortage we are experiencing. A company that has good retention of its older employees must find a way to innovate in order to bring younger generations on board. Generation Z is the generation of people born between 1998 and 2010. This means they are the new generation of workers in the midst of years of labor shortages and post-covid. Their expectations are obviously quite different from the older generations who grew up with, for a good majority, difficulties in finding a job.
To be an employer of choice and compete with other companies in your industry, it is important to address this generation and adapt your culture and structure to their interests. A strategy that will ensure good long-term results for your talent acquisition needs. So, without further ado, let’s dive into this blog and learn some of the things you need to know when hiring gen Z employees.
1. Review the experience level required in your job postings
In an ideal world, new employees would come into a position fully autonomous, trained, and with experience behind the tie. However, we all start somewhere, and why not be a little crazy and give the runner a chance? Experience is great, but what about the determination and thoroughness of a fresh out of school worker?
Give the next generation the opportunity to gain experience in your company. It’s also a great way to foster a bond and sense of belonging that will help build employee loyalty.
2. Adopt a culture of flexibility
It’s no surprise that the new generation expects flexibility in the workplace. After a few years of pandemics that have shown that remote work is not only feasible but often profitable for both the employer and the employee, this generation is well aware that change and innovation are possible and feasible! Allow yourself a little leeway, and you will notice a stronger buy-in from your employees, especially the younger ones.
3. Clarify and communicate values
Young people mean enthusiasm, passion, and conviction. Young people are often more attracted to actions that are consistent with their values and principles. This sense of consistency can play a big role in a decision between two potential employers. Communicate your values with pride and take the initiatives to implement actions that reflect your convictions. Whether it’s environmental, charitable, or educational involvement, there are many opportunities.
4. Optimize the integration process
A clear and reassuring onboarding process is an excellent way to increase employee retention. This step gives the employee confidence as soon as he or she takes his or her first steps in the organization and allows him or her to project himself or herself with ease over the long term. It is a good way to make a good first impression and to demonstrate the seriousness of the company. A well-optimized integration allows you to connect with the company, its values, and the team.
5. Invest in opportunities for advancement
One of the important aspects to consider when talking about the new generation of workers is their strong interest in constant motion. They are constantly exposed to and stimulated by new information that keeps them on their toes. They expect to find this stimulation in the workplace. Opportunities for continuous learning or advancement within the company are a great benefit to have in place.
The ideas and initiatives are endless to reach out to Generation Z and charm them. All you need to do is be creative and listen. There is no doubt that having this generation among your employees is a considerable advantage for your company and will allow you to recruit actively while ensuring a breath of fresh air for your organization. Need a helping hand to implement these initiatives? We are here to help you.
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