The five pillars of attracting Gen Z talent

Value alignment versus salary

While, of course, salary offers must be competitive, particularly given the current competition for tech talent, significant levels of student debt, and rising rent costs, it is by no means the be-all and end-all for Gen Z. Perhaps more so than any age group before, value alignment is also central to negotiations, and positive social impact is a massive factor when weighing up job options.

Gen Z are more conscious about the impact they can have on the world and society beyond work. So while this may make them more selective in choosing a role, if they can find a position that offers a vehicle for their own greater purpose they will be incredibly passionate about what they do for your business, which in turn will also make them more likely to want to build a long-term career with you.

A desire for responsibility

Ultimately, Gen Z wants to make a difference, and they want to do it fast. If they don’t feel engaged at work, you run the risk of them looking elsewhere.

Offer accountability and make clear that whatever task is being worked on is connected to a wider goal within the business. Obviously, massive responsibilities won’t be assigned from the get-go, and this is where clear communication again proves crucial, offering clarity on what responsibilities can be obtained and when.

Essentially, you need to make it abundantly clear that each individual’s knowledge holds valuable weight in the company’s overall objectives, and if an idea isn’t used on a certain occasion, explain why.

It is worth stressing that this shouldn’t be seen as a trade-off for offering a healthy work-life balance, and any extra hours that are worked should be compensated. This sentiment rings even truer in a post-pandemic world, as the last thing you want is a reputation for not treating staff well.

What couldn’t be clearer, is that Gen Z is an incredibly passionate, driven generation, and one that are more socially conscious than any that have come before.

When accounting for all of the above, it quickly becomes obvious that they aren’t this mysterious, difficult-to-reach demographic after all. Many of these qualities they look for in a job role stem from basic principles that businesses should already be abiding by regardless. Diversity, transparency and mutual respect are not new, revolutionary concepts, rather, all are fundamental to any successful operation—perhaps Gen Z is just better at holding companies accountable to this, which can only be a positive thing for the future of work for everyone.