13 Lessons I’ve Learned About Recruiting Gen Z Talent

So, it seems like more and more Gen Zers are entering the professional world, and that brings both exciting possibilities and some challenges along with it. You know, as a business leader who has hired a few folks from this generation, I’ve picked up some valuable lessons on how to effectively engage and recruit these tech-savvy and value-driven individuals.

I thought it might be helpful to share these lessons with other businesses who are looking to hire the youngest members of our workforce. That’s why I reached out to a panel of Young Entrepreneur Council (YEC) members and asked them this question:

What’s the best lesson you’ve learned about hiring Gen Z individuals for your company? And how will this shape your future recruiting efforts?

Let me share with you some of the insightful responses from the YEC community:

1. Our Company’s Values Must Align With Theirs

When it comes to hiring Gen Zers, it’s important that our company shares similar values. They value authenticity, social responsibility, and work-life balance. They prefer employers who value growth, respect personal time (this is really important!), and promote a balanced work-life dynamic. It’s also crucial to show our commitment to societal and environmental causes. – Anna Anisin, DataScience.Salon

2. We Should Treat Gen Z the Same as Everyone Else

When hiring Gen Z employees, we treat them just like any other generation. We look for their attitude, their willingness to learn, and the skills they bring to the table. We also consider if they would fit well with our company culture. – Jeff Cayley, KETL Mtn. Apparel

3. Offering Flexible Work Options Is Necessary

I’ve learned an important lesson about hiring Gen Z individuals for our company – work flexibility is key. Giving them the option to work from home or in the office makes a big difference in their decision, says Jordan Edelson from Appetizer Mobile LLC.

4. Gen Z Expects More From Employers

Gen Z employees want more than previous generations. They desire perks, a certain lifestyle, remote work, and higher salaries. They also don’t hesitate to switch jobs. So when we hire Gen Zers, we make sure to explain and show them our company culture, work environment, and career growth opportunities in detail. This way, they can be fully confident before joining our team, explains Piyush Jain from Simpalm.

5. This Generation Values Work-Life Balance

When I interact with the Gen Z population, I notice that they are always seeking a good balance between work and personal life. They value flexibility and opportunities for career growth. As part of our team, they appreciate being able to work on their own schedule as long as they meet client expectations and deliver high-quality results. It’s important for us to provide an environment that supports their needs. – Jack Perkins, CFO Hub

6. It’s Important to Show Your Company’s Social Responsibility

Gen Z often looks for companies that share their values and demonstrate a commitment to social responsibility. They are attracted to organizations that actively contribute to social and environmental causes. That’s why it’s crucial to highlight your company’s values, mission, and any initiatives related to social responsibility when recruiting Gen Z candidates. – Thomas Griffin, OptinMonster

7. You Can Use Social Media to Attract Gen Z Talent

8. The Importance of Transparency in Recruitment

When it comes to hiring Generation Z, I’ve learned how vital it is to be open and honest. They appreciate genuine online recruitment strategies. In the future, I’ll use social media more and make sure our digital communications reflect our company’s values and culture. This not only connects with Generation Z candidates but also creates a transparent and relatable recruitment process. ~ Kyle Goguen, Pawstruck

9. Finding Gen Z Candidates in Unconventional Places

One thing I’ve realized about recruiting Gen Z employees is that they don’t typically use traditional job search techniques. They don’t visit job boards or search for recruiting companies online. Instead, we have to find them where they prefer to hang out, mainly on social media. ~ Baruch Labunski, Rank Secure

10. The Power of Showing How a Role Can Make a Difference

As a member of Generation Z, I believe it’s essential to have a clear understanding of how my work can have a positive impact. I value purpose, growth, and inclusivity. When you’re telling me about a job opportunity, make sure to emphasize the company’s mission and how the role I’m considering contributes to bigger goals. It’s crucial for me to see how my work is meaningful and aligns with my values. Additionally, highlight the opportunities for both professional and personal growth within your organization. I’m always eager to learn and advance in my career, so showcasing a commitment to continuous learning will definitely catch my attention.

11. The Desire to Keep Learning

As a member of Generation Z, I have a strong interest in continuous learning and advancing my career. It matters to me that my employer offers opportunities for skill development and growth. If you want to attract more candidates from my generation, it’s essential to emphasize your company’s dedication to professional development. Let us know that there are chances to acquire new skills and move forward in our careers. By promoting a culture of learning within your organization, you’ll be more likely to retain Gen Z employees and foster their long-term commitment.

When I was recruiting Gen Z, I discovered something important – they truly care about purpose and making a positive impact in society. This discovery has shaped how I approach future recruitment efforts. I now focus on highlighting our company’s values and sustainability initiatives, and on creating a work culture that aligns with Gen Z’s desire for purpose-driven work. – Kristin Kimberly Marquet, Marquet Media, LLC

13. Gen Z is Eager to Grow in Their Careers

The most valuable lesson I’ve learned about hiring Gen Z individuals is that they are determined to advance in their chosen fields. They stay focused on their expertise and prefer to grow by acquiring knowledge and experience within their specific area. You can’t expect them to take on multiple roles. This realization has emphasized the importance of providing clear job descriptions during the recruitment process. – Chris Klosowski, Easy Digital Downloads