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Generation Z, or Gen Z, refers to

individuals born approximately
between 1997 and 2012. This
cohort has grown up in an era of
advanced digital technology,
Gen Z giving them a unique set of
characteristics. Unlike previous
– who generations, they are digital
natives, having been exposed to
are smartphones, social media, and
the internet from a young age.
they? To recognize them in the
workplace, look for tech-savvy
individuals who are highly
proficient with digital tools and
Good to know platforms. They are also typically
characterized by a strong
- They are highly awareness of social issues and
entrepreneurial, have a preference for authenticity.
with many Gen Gen Z values transparency,
Zers expressing diversity, and inclusivity, and they
a desire to start expect these values to be
their own reflected in their professional
environments. Additionally, they
businesses have a distinct preference for
rather than personal freedom and flexibility in
following their work.
traditional
career paths.
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Diversity,
Inclusion &
Equity for GenZ
Called the most diverse and best- during the interview process.
educated generation, Gen Z knows
 Once hired, 78% would
they want to work for a socially
conscious employer. They look for consider finding a new job if
diversity in an organization: they found their employer wasn’t
 86% of Gen Z job seekers cite committed to diversity in the
a company’s commitment to workplace.
diversity as an important factor When it comes to Gen Z and
in deciding whether or not to diversity, it’s important to know
accept an offer. what types of inclusion are most
 important, and which types of
More than two-thirds would be
diversity initiatives are most likely to
reluctant to accept an offer if tip the scale:
they didn’t meet any
underrepresented employees
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What is important
to GenZ

Attracting Gen Z to your bigger than themselves.

workplace requires an Whether it’s environmental
understanding of their key sustainability, diversity,
motivations. Flexibility and equity, or ethical practices,
work-life balance are critical employers need to show
for them. They are not likely that they care about more
to be satisfied with rigid 9- than just profits.
to-5 schedules or purely in- To attract Gen Z, it is
office jobs. Offering options important to offer
like remote work, hybrid opportunities for growth and
models, or flexible hours development. They want to
can be a huge draw for continuously learn and
them. enhance their skills, so
Gen Z also prioritizes organizations that provide
purpose over profit. A job is training, mentorship, and
not just a means to make career advancement
money for them but an opportunities will likely
opportunity to contribute to catch their attention.
meaningful change. They Additionally, transparent
are attracted to companies communication about career
that have a strong sense of paths, job roles, and
corporate social company goals is highly
responsibility, where they appreciated.
can see their work
contributing to something
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How and where Gen Z

searches for jobs
•Knowing how to attract Generation Z Gen Z job seekers rank their
employees starts with understanding relationship with their recruiter as
their job search habits. Which channels the most important factor when
are they most likely to use? How do they deciding whether to accept an offer.
build relationships with recruiters? Take time to build more meaningful,
Here’s everything you need to know, personal relationships.
from  Gen Z plans to move on from
Gen Z’s favorite places to look for jo their current employer in three
bs years or less.
to accounting for job hopping during Account for job hopping by
the recruitment process: investing in a strong
talent community, portraying an
 Employee referrals are Gen Z’s accurate employer experience
#1 job source. throughout the recruiting process,
Over 60% of Gen Z students say and focusing on
referrals from current or former benefits that matter.
employees are their favorite way of
learning about potential employers.
 On-campus career fairs are still
king.
Gen Z candidates still value face-to-
face communication, and rank
college career centers and hiring
events nearly twice as high as
their Millennial counterparts when it
comes to favorite job sources.
 Recruiters are trusted advisors.
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*How you can interview them*

Interviewing Gen Z candidates requires an approach
that reflects their preferences and values. First, be
prepared for a conversational and interactive interview
style. They appreciate transparency, so giving clear
explanations about what the job entails, company
culture, and growth opportunities can set the right tone.
Asking behavioral and situational questions that allow
them to demonstrate their creativity, problem-solving
skills, and adaptability is also important. Since they are
tech-savvy, including questions that assess their ability
to leverage technology in innovative ways can help you
gauge their skill set.
It’s also essential to recognize that Gen Z may value
feedback more than previous generations. Offering
immediate feedback during the interview process, or
even discussing how your company implements
continuous feedback once they’re hired, can appeal to
their desire for constant improvement.
Lastly, create a positive candidate experience by using
technology to streamline the process. Mobile-friendly
applications, video interviews, and fast communication
all reflect the digital-first mindset that Gen Z is
accustomed to.
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How we can keep them*

Retention strategies for Gen Z differ from those
used for previous generations. For one, they are
less likely to stay in a job where they feel
stagnant. Providing ongoing opportunities for
professional development is key. Consider
offering mentorship programs, regular feedback
sessions, and training workshops. They want to
feel like they are progressing in their career, both
personally and professionally.
Another important factor is workplace culture.
Gen Z places a high value on a company’s
ethical practices and inclusivity. Fostering a
culture that encourages open dialogue, diversity,
and employee well-being will go a long way
toward retaining them. They also appreciate a
collaborative environment where they feel like
their voices are heard.
Competitive compensation is, of course,
important, but it’s not just about salary. Benefits
like mental health support, wellness programs,
and flexible working arrangements are crucial to
Gen Z. Offering these perks shows that you care
about their well-being and can help keep them
engaged in the long run.