How to attract and retain Gen Z talent

La Generation Z, made up of people born between the end of the 1990s and the beginning of the 2010s, is in the process of transforming the World of work. By 2030, the Generation Z will represent nearly 30% of the global workforce, and its expectations are very different from those of previous generations. Recruiters, managers and HR managers must therefore understand the dynamics of job market current to effectively meet the expectations of new generations.

In this article, we'll explore the Generation Z expectations at work, the drivers of attraction to take into account, as well as the loyalty strategies to put in place to guarantee their long-term commitment.

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🤓 Understanding Generation Z's relationship to work

Meaning at the heart of the professional quest

One of the key characteristics of young people in Generation Z At work is their Quest for meaning. Contrary to previous generations, for whom work was primarily perceived as a necessity to meet their needs, the Generation Z Look for jobs that have a positive impact on society and the environment. They want real development, to feel useful and to have a Relationship to work that goes beyond the simple financial transaction.

Indeed, according to an ESSEC study Business School of Management, nearly 75% of Generation Z youth say they would choose to work for a company that values diversity, inclusion, and social responsibility. Businesses must therefore demonstrate their commitment to sustainability, ethics and social impact (CSR) to attract these young talent.

A different relationship to authority and hierarchy

La Generation Z also has a more horizontal hierarchical relationship than Generation X or Generation Y. They prefer work environments with collaborative leadership, where the hierarchy is less rigid and where initiative taking is encouraged. This paradigm shift requires businesses to review their organization of work, by promoting more flexible and less pyramidal structures.

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🤔 Specific expectations of Generation Z from recruiters

Digitalization of recruitment

La Generation Z is the first to be entirely born in the age of the Internet and social networks. They are constantly connected and expect businesses to be connected as well. To attract the talents of this new generation, it is essential to rely on digitized recruitment processes. That includes The use of social networks to post job offers, organize remote interviews and offer intuitive platforms to apply.

A recent study shows that nearly 80% of young people say they are more likely to apply via a social network or a mobile application than using more traditional methods such as paper resumes. Thus, recruiters must adapt their digital tools to offer smooth and accessible experiences. For businesses, it is necessary to create a true employer brand to differentiate themselves and attract members of this generation.

Transparency and authenticity

Another important point for Generation Z youth is transparency. They want to know how the company works, what its values are, and how it treats its employees. According to a Deloitte survey, 77% of Generation Z youth say they are more likely to join a company that is authentic in its communications, especially on social networks. This highlights the importance for recruiters to show the company behind the scenes, whether through employee testimonies, videos of daily life, or information about the company's sustainability strategy.

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👆 The levers to attract Generation Z

Offer an exemplary quality of life at work

For young graduates the and Generation Z at work, well-being is essential. They are no longer satisfied with competitive remuneration, they are also looking for benefits that improve their quality of life at work (QWL). This includes flexible hours, collaborative workspaces, remote work policies, as well as initiatives to support workplace health and prevent psychosocial risks. According to a study by Workforce View, younger generations experience more stress at work than their parents.

According to a recent survey, more than 60% of young people interviewed from the Generation Z say ready to leave a company if it does not take sufficient account of their well-being at work. Therefore, businesses that want to attract these talents must implement concrete initiatives to improve the quality of life at work for each employee, such as wellness programs or relaxation areas directly at the workplace.

Promoting diversity and inclusion

Diversity and inclusion are fundamental values for the Generation Z. Indeed, a large majority of young people in this generation refuse to work for a company that does not attach importance to these values in its human resources management. Recruiters should implement an inclusive HR policy, but also actively promote it. This means creating a work environment that respects differences, where everyone feels valued, regardless of gender, ethnic origin or sexual orientation. Creating social dialogue in internal communication and company talent management makes it possible to promote the development of employees.

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👀 How to retain Gen Z talent

Giving meaning and autonomy

To retain the talents of Generation Z, it is essential to offer them the opportunity to evolve and actively contribute to company projects with their practices. They want to feel that their work has a impact and that they can take initiatives. An important lever is to delegate to give them responsibilities quickly and to offer them a certain autonomy in the management of their projects. It also involves a culture of regular and constructive feedback.

Personal and professional development opportunities

Les Generation Z youth attach great importance to lifelong learning. They are looking for opportunities to learn and acquire new skills, both personally and professionally. Therefore, recruiters must implement mentoring programs, continuing training programs, or even internal mobility programs to allow these young talents to grow within the company.

Flexibility and work/life balance

Finally, the Generation Z attaches particular importance to the balance between professional and personal life. Businesses that offer flexible working hours, the ability to work remotely, and generous parental leave will be in a position to retain these young talent for longer. According to a PwC study, 73% of Newborn after 1995 say they would prefer a company offering better flexibility, even at the expense of a higher salary.

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🌟 In short

Attracting and retaining talent from Generation Z asks recruiters to rethink their recruitment and talent management strategies. This clash of generations calls into question many managerial practices where companies must reconcile The expectations of young employees with the vision of the work of previous generations. By understanding the Generation Z requirements at work, companies will be able to capture these young profiles, but also retain them over the long term. The key lies in creating a corporate culture that focuses on meaning, flexibility and the well-being of employees.

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Recruiters who manage to adapt to these new expectations will benefit from a motivated, innovative team that is ready to meet the challenges of the future.

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🙋 FAQ

❓ What sets Gen Z apart from other generations in the workforce?

La Generation Z stands out for its Relationship to work based on the quest for meaning and a need for transparency and authenticity on the part of companies. They are looking for a flexible work environment, with a strong quality of life at work, and are very sensitive to diversity and inclusion issues.

❓ How can a company make its recruitment process more attractive to Gen Z?

Recruiters must focus on increasing digitalization of their processes by using social networks to attract these young talents. In addition, offering total transparency about the company's values and work environment is essential to appeal to this generation.

❓ What are the most effective levers for retaining Gen Z talent?

To retain these talents, it is crucial to offer them opportunities for growth, flexibility in their work, and a work/life balance. They also value opportunities for personal and professional development as well as autonomy in the management of their projects.

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