How Corporations Fail With Gen Z Workers

Gen Z is the newest wave of the workforce that will soon become an important part of organizations in the near future. Born between 1997 and 2012, Gen Z is the first generation to grow up with the internet, social media, and smartphones as part of their everyday life. They are also the most diverse, educated, and socially conscious generation in history. However, Gen Z also faces some unique challenges that make them different from their predecessors, such as Gen X, and Baby Boomers. These challenges affect their behavior, expectations, and aspirations in the working environment, and pose some difficulties for recruiters and companies to hire Gen Z talent. In this article, we will explore why hiring Gen Z is not easy, and how to strategize around it.

Why Hiring Gen Z Is Not Easy

One of the main reasons that make hiring Gen Z a challenge is that they are less susceptible to old fashioned practices from corporations than their older counterparts. Millennials, who are the generation born between 1981 and 1996, have experienced many challenges in their careers, such as working in a culture of poor work-life balance, corporate bureaucracy and politics,’ unrewarding job functions, stagnant salaries, increased job market competition and constant global economic downturns.

Gen Z, on the other hand, has grown up in a different context, where they have witnessed the societal effects of the status quo. They are much likelier to challenge or ignore the status quo as a result. Plus, they have been exposed to alternative ways of working, such as entrepreneurship, freelancing, and gig economy, that offer more autonomy, flexibility, and purpose. These factors have made them more critical, skeptical, and selective of their employers, and more willing to quit or reject jobs that do not align with their values, interests, and goals.

According to a survey by Deloitte, 44% of Gen Zs say they have rejected assignments due to ethical concerns, while 39% and 34%, respectively, say they have turned down employers that do not align with their values. These numbers show that young talent, especially Gen Z, are not easily swayed or exploited by corporations that offer them low wages, long hours, or unethical practices. They are more aware of their rights, options, and potential, and more willing to stand up for themselves and their causes. They are also more likely to seek employers that respect their opinions, values, and aspirations, and that provide them with meaningful work, fair compensation, and positive impact.

These characteristics make it hard for recruiters at corporations with traditional cultures to attract, retain, and develop Gen Z talent. You have to compete with other new age employers, as well as other means of livelihood, such as entrepreneurship, freelancing, and education, to offer Gen Z what they want and need.

Recruiters also have to adapt to the changing preferences, needs, and expectations of Gen Z, as they are more diverse, dynamic, and demanding than older generations. In addition to that, one of the biggest challenges for you is that you have to deal with the generational gap and bridge the differences and conflicts between Gen Z and other generations in the workplace.

Strategize Around Hiring Gen Z

Despite the challenges, hiring Gen Z is not impossible. Here are some strategies that can help you:

• Fair play: Gen Z is not satisfied with the minimum wage or the market rate. They want to be paid fairly and equitably, according to their skills, experience, and performance. They also want to be paid transparently and consistently, without any hidden fees, deductions, or delays. They are aware of the income inequality, wage gap, and pay discrimination that exist in the society, and they demand justice and accountability from their employers. So, you should ensure that their pay practices are fair, ethical, and compliant with the law.
• Offer health and benefits: Gen Z is more health-conscious and wellness-oriented than previous generations. They value their physical, mental, and emotional well-being, and they seek employers that support and promote them. They are also more anxious and stressed about health issues, especially after the global pandemic that has exposed the fragility and vulnerability of the health system and the human body. They want to have access to quality and affordable health care, insurance, and protection, as well as to wellness programs, services, and resources, such as gym memberships, counseling, etc. It’s a good idea for you to offer comprehensive and flexible health and benefits plans that cover the diverse and dynamic needs and preferences of Gen Z. Also, create and maintain a healthy and safe work environment that prevents and reduces the risks of illness, injury, and burnout.
• Provide job security: Last but not least, Gen Z is more cautious and risk-averse than previous generations. They have witnessed the instability and uncertainty of the economy, the labor market, and the world, and they have experienced the impact of layoffs, furloughs, and redundancies on their families, friends, and communities. They do not want to take jobs that they think will not last long, or that will not provide them with growth and advancement opportunities. They want to have stability and security in their careers, and they seek employers that offer them continuity and sustainability. You should provide clear and realistic expectations and guarantees about the job role, duration, and prospects. You should also invest in the development and retention of Gen Z talent, and provide them with feedback, recognition, and promotion.

Conclusion

Gen Z is the future of the workforce, but hiring them is not easy. They have different challenges, behaviors, and expectations than their parents, which makes them hard to attract, retain, and develop. However, by understanding, engaging, and empowering Gen Z, you can overcome the difficulties and leverage the opportunities of hiring Gen Z. Remember that Gen Z is not a problem, but a potential, and hiring them is not a challenge, but a chance.

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Citation

1. Deloitte

2. Gallup