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Be Transparent with Applicants
Gen Z seeks authenticity and transparency from employers. Remember that they are experts at accessing information and can quickly ferret out when a company’s claims don’t align with its online footprint.
So when interviewing Gen Z, be ready to answer piercing questions honestly. And if you’re not practicing full pay transparency, now’s the time to up your game.
Show That You Care about Employees
While all generations seek caring employers, it’s especially important to Gen Z—the driving force behind the Great Resignation. As such, demonstrating that you take pains to safeguard employee well-being, prioritize work-life balance, and offer training and advancement opportunities will boost recruiting and retention rates, especially with Gen Z.
Emphasize Your Culture and Values
While most workers prefer to work for companies with established social and environmental values, it’s an even greater priority for Gen Z. For example, nearly two out of five young workers surveyed by Deloitte report declining a job because it didn’t align with their values.
So make sure your corporate social responsibility (CSR) programs and initiatives are well represented online—where Gen Z applicants will surely seek them out.
Supercharge Your DEI Efforts
Gen Z are strong proponents of diversity, equity, and inclusion—and they expect their employers to be, too. If your DEI initiatives could use some hardening, this is another good reason to accelerate your efforts, especially during the hiring process.
For example, 88% of Gen Zers believe that employers should ask for their preferred gender pronouns—although only 18% report having that experience. Food for thought for recruiters?
Offer Relocation Opportunities
Generally speaking, Gen Zers have a mobile mindset—and as such, may welcome corporate relocation opportunities.
For example, in one recent workforce mobility survey, Gen Z respondents said that they expected to live in 15 different homes during their lifetime while pursuing their professional and personal goals. And while older generations fled urban areas during the pandemic, Gen Z flocked to major U.S. cities.
That said, if your recruiting plan includes offering Gen Z relocation opportunities, be sure you’re using a modern, tech-based relocation solution—one that allows them to plan every step of their move online.
Because technology is paramount for these digital natives, an old-school relocation approach can’t begin to keep up with Gen Z!