I’ve Trained Thousands of Top Tier Gen Z Talent – Here’s What They Really Want in a Job That Will Make Them Stay

As the youngest generation in the workforce, Gen Z brings different values, preferences and expectations that require a new approach to recruiting and early engagement strategies. I’m the founder and CEO of hellohive – a startup and recruiting technology for students and entry-level talent – and I’ve seen this firsthand in my work with thousands of Gen Z candidates in my career.

Youth work engagement has emerged as an important component in finding top-level talent. By starting to connect with candidates early in their educational journey, organizations can develop a pipeline of qualified individuals who are in a position to make meaningful contributions upon graduation or even earlier through internship programs. The following not only streamlines the hiring process but also allows companies to identify and nurture talent that aligns with their specific needs.

Related: Gen Z’s Top Job Motivations and Reasons They Choose an Employer

Strategies for attracting Gen Z candidates

Make the most of digital platforms

It is important to use online platforms and digital channels to effectively reach Gen Z candidates. By using effective technology, employers can extend their reach and engage with candidates early and often throughout the hiring process.

Online forums provide equal access to information and resources, leveling the playing field for players from different backgrounds and geographies. Additionally, by switching to online services, including virtual job fairs and digital networking events, employers can connect with candidates in both primary and secondary schools, ensuring equal access to opportunities for all students regardless of their academic institutions or majors.

This approach promotes inclusivity and diversity in the hiring process, allowing organizations to tap into a broader talent pool and attract high-quality candidates from diverse backgrounds and experiences.

The culture and policy of the original employer

Demonstrating your company’s culture, values ​​and purpose is critical to attracting Gen Z talent. Today’s candidates aren’t just looking for a job; they want meaningful communication with their employer. Salary has always been the most important factor when choosing a career, but Gen Z considers it the least important of all generations. Instead, they prioritize joining a company that shares their values ​​and demonstrates their commitment to a broad set of societal challenges. Make sure you walk the walk and not just talk the talk when it comes to your company’s values ​​and mission. Starting programs like employee resource groups (ERGs), teaching opportunities, and nonprofit involvement will show candidates that you mean what you say. Many firms also choose to compensate ERG leaders for their efforts outside of their role description and offer volunteer PTO days so that individuals can be more effectively and efficiently involved.

Additionally, demonstrate the importance of work-life balance and how your company fosters a healthy and supportive environment for its employees. Mission-driven companies that prioritize employee well-being and social responsibility are especially attractive to Gen Z candidates who are passionate about making a positive impact on the world.

Career development opportunities

Gen Z candidates are looking for employers who invest in their long-term success and offer opportunities for advancement. Over 67% of Gen Z candidates feel it is “very important” or “very important” for their employer to provide career development opportunities. Highlight your company’s commitment to employee development through training programs, educational opportunities and career development opportunities.

Highlight diversity, equity and inclusion (DEI) efforts.

Obvious steps that promote diversity and inclusion in your organization, demonstrating your commitment to creating a welcoming and equitable workplace. Discuss specific programs, implementations or policies to promote diversity, equity, and inclusion (DEI) and share success stories or testimonials from employees who have benefited from these programs.

Highlight the innovative partners and technologies your company uses to support and advance diversity and inclusion efforts. Whether it’s AI-powered recruiting platforms that reduce bias in the hiring process, diversity analysis tools that track progress and identify areas for improvement or coaching sessions that improve empathy and understanding, they show how technology plays a key role in fostering an inclusive workplace culture.

Additionally, consider showing Employee Resource Group leaders who reflect the values ​​that align with your company while demonstrating DEI action within your organization. It’s great to have standards that map out your diversity, equity, and inclusion goals, but proving it with actions shows potential employees that you’re more than just words. According to McKinsey, 90% of Fortune 500 companies have ERGs.

Related: Breaking the Gen Z Code Is Easier Than You Think – Here’s How to Navigate the Generation Gap at Work

Strategies for engaging Gen Z candidates

Host virtual events and webinars

Virtual events and webinars are important tools to capture the attention of Gen Z candidates, provide valuable information, and promote profitable networking opportunities. These platforms facilitate interaction and collaboration in the digital environment while providing employers with a risk-free way to connect with the next generation of talent equally and cost-effectively.

Early engagement feeding programs

Early childhood education programs are critical to cultivating a strong pipeline of apprentices among college students and job seekers. These programs serve as practical programs designed to engage students at the beginning of their educational journey, providing them with valuable information on various career paths and industries.

By participating in these programs, students gain exposure to real-world experiences, professional development opportunities, and networking events, all of which contribute to their growth and readiness for internships. Additionally, these feeder programs encourage meaningful connections between students and prospective employers, laying the foundation for future internships and career opportunities.

Ultimately, they serve as a strategic way for companies to identify and nurture top talent from diverse backgrounds, ensuring a steady flow of talented students into their internship programs.

Recruiting Gen Z talent

In today’s fast-paced and changing job market, attracting, engaging, and retaining Gen Z talent requires a multi-pronged approach that acknowledges their unique values, preferences, and expectations. By using nurturing early engagement programs, companies can cultivate relationships with talented college students and job applicants at an early age, building the foundation for future internships and job opportunities.

Retaining Gen Z talent requires a commitment to providing competitive compensation and benefits, fostering a supportive work environment, providing opportunities for growth and development, promoting work-life balance and vision and rewarding achievements.

By prioritizing these strategies, organizations can position themselves as employers of choice for Gen Z, driving long-term success and sustainability in today’s changing workforce.