Generation Z is the demographic cohort following Generation Y (Millennials). Generation Z is those who are currently 24 years and younger. Names for this new generation include Zoomers, IGen, NetGen, and Selfie Generation. Gen Z will be the most populous generation more than Boomers, Gen X, and Millennials. Zoomers are currently 32% of the U.S. population. Zers are also the most diverse cohort than those before.
Attracting Gen (Z) Zoomers
When it comes to recruiting, Zoomers expect quick responses and positive, personalized experiences. All of this should be on high-grade technology and in some cases in person. This is different than Millennials, who just wanted all responses by technology. Gen Z embraces face-to-face interactions.
Money is critically important to Gen Z, and 20% considered themselves broke or indebted. The fear of being broke motivates 45% of Zoomers to enter the workforce and negotiate salaries. This fear is founded on their Millennial counterparts being in debt due to high student loans. Gen Z does not want to be in the same dilemma. Furthermore, Zoomer’s pay is the most important factor when applying for their first job (44%). Career (33%) and career-building opportunities (31%) are second and third of importance, respectively.
Retain Gen (Z) Zoomers
First, Zoomers priority is salary, and next to that, Gen Zers are most interested in job stability and employee benefits. Benefits packages with good benefits (healthcare (41%), Paid Time Off (37%, Retirement Plan (33% and Life Insurance (28%) and offers employee perks such as gym reimbursements, flex time, happy hours and free snacks (15%) are also extremely important to retain.
Onboarding needs to be an experience for Zoomers both on-line and in person. They expect employers to send them detailed job descriptions and expectations on their new job. 45% of Gen Z expect 44% hands-on training, 43% need to attend a day-one orientation and 33% expect to be provided with everything they need to know about the job on the first day.
Furthermore, Gen Z does not expect onboarding ends on the first day of employment. Their supposition is their manager will set clear goals and expectations as soon as possible (26%). Zoomers need check-ins at least monthly in the first year of employment (25%). Also, Gen Z needs on-the-job coaching and understanding the promotion process or career ladder opportunities.
Develop Gen (Z) Zoomers
Gen Zers are most encouraged to do their best work when they feel their ideas, projects, and the organization and its mission value contributions. Specifically, Gen Zers are eager for leadership to:
- Provide training and projects to help them develop their skills (44%);
- Listen to their ideas and show they value their opinions (44%); and
- Allow them to work independently (39%).
- Access to senior leaders and learn from those leaders in the workplace.
- Maintain excellent and new technology for Zoomers to do excellent work (26%)
- Supportive management and job recognition
- Allow time to communicate and socialize with others to facilitate and to learn the environment
- Flexible work schedules (23%). Workforce Institute 2019
Re: How to be an employer of choice for Gen Z. Workforce Institute Report 2019 www.workforceinstitute.org
