{"id":8736,"date":"2020-10-05T09:56:56","date_gmt":"2020-10-05T13:56:56","guid":{"rendered":"https:\/\/gtm.com\/business\/?p=8736"},"modified":"2024-08-30T11:09:14","modified_gmt":"2024-08-30T15:09:14","slug":"generation-z-workforce","status":"publish","type":"post","link":"https:\/\/gtm.com\/business\/generation-z-workforce\/","title":{"rendered":"What Does the Generation Z Workforce Really Want From HR?"},"content":{"rendered":"

\"generation<\/em><\/p>\n

As the Generation Z workforce begins the post-college job market search, recruiters and HR staff need to be aware of what those individuals value in an employer and adapt their strategies to bring them on board. isolved, our human capital management partner, provides a look<\/a> at what’s important to Gen Z workers as they begin their careers.<\/em><\/p>\n

The oldest members of Generation Z are\u00a0turning 23 this year<\/a>. By this point, some may have completed college with a few internships or part-time jobs under their belts. As this up-and-coming generation enters the workforce, HR leaders will need to know how to successfully recruit and retain Gen Z employees.<\/p>\n

Talent professionals can more skillfully cater to this population after understanding some of Gen Z\u2019s top values and desires. Here\u2019s what Gen Z employees want from HR:<\/p>\n

Faster applications<\/h2>\n

Whereas older generations might be more willing to wade through a complex online application \u2014 one that requires them to copy and paste text from their resume or answer an endless stream of qualifying questions \u2014 Gen Z doesn\u2019t have the patience.<\/p>\n

According to a report by the Center for Generational Kinetics (CGK), 60 percent of Gen Z candidates expect job applications to take less than 15 minutes\u00a0to complete.<\/p>\n

What this means for HR is that it\u2019s time to rethink and reboot the application process. Take a page out of the recruitment marketing playbook and use a short and sweet application as a lead magnet to gather candidates\u2019 basic information. Once you\u2019ve gained a Gen Z candidate\u2019s interest, follow up with a screening call or questionnaire to evaluate their suitability for the role.<\/p>\n

Check out the applicant tracking and hiring functionality available in the isolved platform to simplify your application process and appeal to members of Gen Z.<\/p>\n

Consistent, face-to-face communication<\/h2>\n

Despite their reputation as the first true digital natives who refuse to let go of their mobile devices, Gen Z workers tend to prefer in-person communication on the job.<\/p>\n

The CGK study revealed that two-thirds of Gen Z employees might not stay at their job if they don\u2019t receive feedback from a manager every few weeks. One-fifth require daily feedback in order to stick with an employer.<\/p>\n

Additionally,\u00a0three-quarters of Gen Z employees<\/a>\u00a0prefer to receive this manager feedback in person, according to The Workforce Institute at Kronos. Roughly two-fifths favor face-to-face collaboration over email and text, and about the same amount would rather have an in-person onboarding experience.\u00a0Of course, the current health situation may impact your company\u2019s ability to provide an in-person welcome and onboarding, but look for ways to implement a personal touch, even from a safe distance.<\/p>\n

Given these preferences, HR leaders should emphasize a warm, personal welcome. They should strike a balance between hands-on training opportunities and e-learning courses to cater to this age group\u2019s digital aptitude and desire for communication and feedback. They can also encourage supervisors to conduct regular check-ins, especially during the early stages of employment.<\/p>\n

Trust and flexibility<\/h2>\n

As the workforce leans into adaptable and remote work arrangements, Gen Z candidates will continue to seek out employers who offer flexibility \u2014 and who trust that these younger workers won\u2019t abuse it. According to Kronos, trust came out as the number one quality Gen Z employees sought in an employer.<\/p>\n

The same report found that approximately one in three Gen Z respondents will not tolerate the rigidity of an employer that doesn\u2019t give them a say in their work schedule. Furthermore, three in 10 expect employers to offer paid mental health days to promote well-being and a better work-life balance. This is significant since about 40 percent of Gen Z employees believe their anxiety may be a barrier to success.<\/p>\n

To attract and retain Gen Z workers, employers should\u00a0emphasize independence\u00a0and ownership over projects and schedules, while offering comprehensive benefits and highlighting the ways they can support each candidate\u2019s ideal work arrangement.<\/p>\n

Having a system like isolved<\/a> in place can certainly help you recruit and hire Gen Z workers. The paperless application and onboarding process<\/a> provides a streamlined, intuitive flow of data, eliminating duplicate entry. Once hired, the Mojo employee engagement platform<\/a> ensures your new employees stay connected to their coworkers and managers, even when working remotely. Request a free quote<\/a> today to see how we can help you today and grow with you into the future.<\/p>\n","protected":false},"excerpt":{"rendered":"

As this up-and-coming generation begin their careers, HR leaders will need to know how to successfully recruit and retain members of the Generation Z workforce.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[266],"tags":[217,25,76,159],"post_folder":[],"class_list":["post-8736","post","type-post","status-publish","format-standard","hentry","category-consulting-services","tag-gen-z","tag-hiring","tag-onboarding","tag-recruitment"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8736","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=8736"}],"version-history":[{"count":5,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8736\/revisions"}],"predecessor-version":[{"id":14741,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8736\/revisions\/14741"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=8736"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=8736"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=8736"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=8736"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}