The oldest members of Generation Z — those born between 1997 and 2015 — have started entering the workforce. But if you’re looking to connect with this newest group of job seekers, relying on tried and true tactics might not be enough to attract them to want to work for your company.
As Gen Zers start their careers, they’re being guided by their values and beliefs more than their millennial and Gen X counterparts; flexibility and communication are also essentials.
Here are four strategies you can leverage to make strong connections and win over the next generation entering the world of work.
Focus on Your Employer Branding
While competitive salaries and benefits still make any job attractive, Gen Z job seekers are driven by their values. They want to work for a company that has a culture and values that align with their own.
That’s where branding can help your company position itself as an employer of choice in your industry. By establishing and defining your values and stance on corporate social responsibility, you can better communicate what your company stands for. Even simple strategies like updating job postings to emphasize values can help attract Gen Z job seekers.
But don’t forget: Authenticity is key. Gen Z views honesty and integrity as the most important qualities in a boss, so it’s crucial to back up talk with clear examples of your company values in action.
Instead, make a concerted effort to strengthen your employee value proposition and ensure it’s carried out through your entire organization. Answering questions like “What are compelling facets of our company culture?” and “How do we support teammates’ family-life/demands/flexibility needs?” can help you evolve and define that value proposition and make it easy to communicate to job applicants.Show Diversity, Equity and Inclusion in the Workplace
Along with clearly communicating your values as a company, it’s essential to show your organization’s commitment to diversity, equity and inclusion (DEI). DEI has become an increasingly important issue for organizational leaders and employees alike, and it should be a key organizing principle of workplace culture and business strategy for your company.
Gen Z deeply values DEI, and job seekers in this generation want to work for a company that is committed to promoting equity and change in meaningful ways. In fact, 86% of Gen Z job-seekers cite a company’s commitment to diversity as an important factor in deciding whether or not to accept an offer.
Showing DEI in the workplace can be an especially powerful recruiting strategy considering 76% of companies have no diversity or inclusion goals at all. By clearly outlining your company’s DEI initiatives and investment, you can position your company as a welcoming workplace where people of all backgrounds can thrive.
It’s also important to note that fostering DEI in the workplace is key not only to recruiting Gen Z job-seekers but retaining them. According to a Yello study, more than three-quarters of Gen Zers, once hired, would consider leaving a job if they found their employer wasn’t committed to diversity in the workplace. It’s not enough to simply promote DEI — companies must truly invest in these values and ensure their employees know their words are backed by concrete actions.
Provide a Flexible Work Environment
In addition to searching for a company whose values reflect their own, Gen Z workers prize freedom and flexibility in the workplace. Implementing a hybrid workforce and having a remote work policy can help companies do just that.
A combination of in-person and remote work can help promote a better work-life balance — something that 84% of Gen Z identifies as a priority — while also providing space for collaboration. Those in-person interactions are also essential to recruiting Gen Z workers, as 90% desire and value human connection when it comes to their at-work communication. Plus, as digital natives, Gen Z can easily navigate the technology and platforms that make working from home possible.
By offering a flexible work environment you can recruit workers — and especially Gen Z job seekers — from diverse backgrounds.
Refine Your Corporate Relocation Program
Another key strategy to recruiting Gen Z workers is to create a strong corporate relocation program. 67% of Gen Z is willing to relocate for work, but companies must ensure that process goes smoothly and meets the needs of their new employees. To do that, refine your relocation program to incorporate both flexibility and on-demand support. Because Gen Z workers are tech-savvy, providing online relocation resources that are easily accessible can help you appeal to them.
Allied Van Lines is here to help with all of your corporate relocation needs, no matter the size of your company. In fact, Allied Corporate Express is designed specifically for small corporate relocations for newly graduated professionals, interns, temps, and other employees relocating with small shipments. It provides the key benefits — freedom and flexibility — that Gen Z is looking for through a smooth, simple and streamlined transition.
Allied Van Lines, The Careful Movers, supports local, long-distance and international corporate moves — large and small — and is the largest mover network in the world. With over 90 years of experience, we’re here when you need us to ensure your company and your top talent move forward into the future, together. Learn more.
