What are the secrets to hiring and retaining talent from Generation Z?

Human resources students from Colorado Mesa University offered some insights in a recent presentation hosted by the Western Colorado Human Resource Association.

The presentation highlighted the unique qualities of this emerging workforce, dispelled stereotypes and offered practical advice for employers out to tap the potential of members of Generation Z, defined as those born during the late 1990s and early 2000s.

The students acknowledged  the perceptions some in older generations have about members of Gen Z — that they’re lazy, disinterested and overly sensitive. The students were quick to assert those stereotypes don’t take into account dedicated and motivated individuals passionate about entering the workforce and contributing to companies that prioritize their well-being and professional growth.

The presentation delved into the red and green flags of interviews with candidates from Generation Z.

Red flags, the students said, include unprofessional interview questions, stereotypes about their technological proficiency, discrimination and frequent rescheduling of interviews. While tech-savvy, Gen Z candidates could lack experience with specific office technologies — industrial printers, for example. Discrimination and repeated rescheduling signal a lack of respect for their time and could deter them from further pursuing opportunities with an employer.

Green flags include interviewers who recognize the educational accomplishments listed on the resumes of Gen Z candidates. Although they might lack extensive work experience, the completion of a degree demonstrates commitment and dedication. Gen Z candidates also could have diverse work experiences that might not directly align with the job they seek, but contribute to their overall professional development.

The students shared their perspectives on the challenges members of Gen Z have faced, including navigating a virtual landscape during the COVID-19 pandemic and growing up in the midst of significant political conflicts. Those experiences have shaped them into a more inclusive and diverse generation — a valuable asset in the workplace. Understanding those life experiences is crucial for employers that want to connect with and retain Generation Z talent.

To effectively recruit Gen Z candidates, employers should explore such platforms as LinkedIn and Handshake. The students emphasized the importance of a professional LinkedIn presence cultivated with the guidance of educators. Instagram, a platform frequently used by those in Gen Z, also can serve as an effective channel for posting job openings and reaching passive job seekers.

Retaining Generation Z talent requires a nuanced approach. Understanding their values — which include work-life balance, a casual dress code and diverse and inclusive workplace — is paramount. Employers should prioritize mental and physical well-being, flexibility, autonomy and a positive organizational culture.

Positive reinforcement constitutes another significant factor in motivating and retaining Gen Z employees, the students said. Recognition for their efforts, achievements and contributions fosters a positive work environment, and enhances job satisfaction and productivity.

Contrary to stereotypes, benefits are important to Gen Z
employees. A tailored approach that enables employees to choose packages that suit their lifestyles, including such options as pet insurance, contributes to retention efforts.

Hiring and retaining Generation Z talent might require a departure from traditional strategies. Human resources students from CMU offered a guide for employers, encouraging them to disregard stereotypes, appreciate the unique experiences of members of Gen Z and create workplace environments that align with the values of this dynamic and diverse generation.