By Michael Briggin
Whether you refer to them as Gen Zers or Centennials, the Gen Z workforce can’t be avoided. Like it or not, they are growing in influence and your organization will need to be prepared for them if you aren’t already planning.
Consider the following when hiring anyone from the Gen Z generation:
Focusing On Manageable Stress
According to Gallup, 68% of Gen Z and younger millennials (close to Gen Z in generation) report feeling stress a lot of the time. Typically this results in employee burnout, which can lead to higher turnover for organizations if they aren’t keeping a close eye out for these employees.
Putting a good stress management system while being honest with expectations being on the job can help address issues that can otherwise lead to burnout.
Be Creative With Your Hiring Process
No, you don’t need to completely overhaul your organization’s traditional hiring process to appease Gen Zers. However, because most of them have likely graduated college during or after the beginning of the COVID-19 pandemic, they will have likely not been as experienced interviewing for positions in-person.
If you’re interviewing Gen Z candidates for open positions, be creative on the questions you ask them so you are able to show them you’re inquisitive. As long as you establish middle ground and compromise, it goes a long way in alievating their concerns.
Hybrid And Remote Office Environments May Be Unavoidable
If you want to maximize your hiring options, Gen Z talent will likely want hybrid or remote work accommodations. Sticking to a by-the-book in-person work environment may not cut it.
By default, you are not required to transition to a 100% remote work environment. However, allowing Gen Z to get the right balance matters.
Being Career Minded Works
Although new Gen Z talent are going to be vital in making a difference for your organization’s goals, they still are earlier in their careers than millennials, gen xers and baby boomers. In the changing work environment, gen z employees will still need room for growth.
Career minded mentoring, skills training and professional development will matter in helping younger employees become more valuable for your company. Besides what they contribute to in their own career and life fulfillment, they can help gen z employees become more assets to your organizations in the long-term.