What To Know When Hiring Gen Z

As many older workers approach retirement, a new group is entering the job scene: Generation Z. By 2030, Gen Z will make up 30% of the workforce. And much like previous generations, Gen Zers are bringing their own unique perspectives and attributes to the global workforce. 

Let’s break down what you need to know about hiring and keeping Gen Z employees. We’ll look at what makes them tick, what they’re looking for in a job, and how you can make your workplace somewhere they want to be.

Table of contents:

• Who are Generation Z?
• Recruiting strategies for Gen Z
• How to retain Gen Z workers

Who are Generation Z?

Before we define Gen Z, note that generational research isn’t an exact science. The exact birth years that set one generation apart from another aren’t set in stone, nor do they imply that all members of any generation are identical.

As the Pew Research Center points out, “There is great diversity of thought, experience and behavior within generations.” Generational grouping isn’t about stereotyping, but seeking insights into how shared experiences may shape certain groups throughout their upbringing. 

The major generations that make up today’s workforce include:

• Baby boomers. Born between 1946 and 1964
• Generation X. Born between 1965 and 1980
• Millennials. Born between 1981 and 1996
• Generation Z. Born between 1997 and 2012

Members of Gen Z already make up roughly 20% of the U.S. population. While the youngest Gen Zers have just finished grade school, older members of the demographic have set out on their chosen career paths. 

Gen Z workers now outnumber baby boomers in the U.S. job market.

Understanding the worldview of Gen Z

Each year, more members of Gen Z prepare to graduate and set out on their first job search. Understanding the factors that shaped this new generation’s unique perspectives can be a helpful way for hiring managers to connect with Gen Z candidates throughout the recruiting process.

Gen Z entered the job market during the COVID-19 pandemic, when many companies had to adopt remote-working strategies and scale down their permanent workforces, turning to independent professionals to fill the gaps. Freelancing was already mainstream and seen as a possible career path, an alternative to working as a full-time nine-to-five employee.

Upwork’s Future of Workforce Index finds that while 28% of skilled workers in the U.S. freelance, this increases to 53% for Gen Z. 

Some things to keep in mind when developing Gen Z recruitment strategies include:

• Technology. As the first generation of “digital natives,” members of Gen Z were born after the internet became a firmly established phenomenon. These tech-savvy young people came of age in a world of smartphones and social media, making them more likely to adopt new tech like AI.

• Diversity. This generation values inclusivity, especially in the workplace. In our study, 64% of Gen Z professionals freelance to work in an environment not restricted by the limitations of age, race, or gender expectations.

• Mental health care. Having grown up amid a worldwide pandemic, social conflicts, and financial insecurity, many Gen Z workers are no strangers to behavioral health challenges. This may explain why many are drawn to employers with strong mental health initiatives that promote employee well-being.

• Sustainability. Increasing awareness of the global climate crisis has had a large impact on Generation Z. Many Gen Zers are environmentally conscious and expect their employers to be as well.

• Flexible work environments. Remote and hybrid work environments are much less a novelty for Gen Z than previous generations. Our recent study found that 53% of Gen Z worked as freelancers, and nearly three-quarters have worked for a company that uses freelance professionals.

Listen to Work Week: Why Is Gen Z Embracing Portfolio Careers?

Recruiting strategies for Gen Z

Taking the time to understand Gen Z job seekers can go a long way toward developing recruitment messaging that speaks their language. But presenting your employer brand in the right light is only the first step toward crafting a well-rounded candidate experience. 

Let’s look at several recruiting strategies that can help attract Gen Z’s top talent. 

1. Identify their needs and values
2. Create appealing job descriptions
3. Use social media and digital platforms
4. Streamline the application process for digital natives
5. Adapt interview techniques for Gen Z candidates

1. Identify their needs and values

Job seekers aren’t the only ones being vetted during the hiring process. Potential new hires are busy evaluating whether an employer’s company culture aligns with their values and career goals.

So, what exactly are Gen Z job seekers looking for? 

“What Gen Z wants is to do meaningful work with a sense of autonomy and flexibility and work-life balance and work with people who work collaboratively,” says Julie Lee, a Gen Z health and employment expert.

Many Gen Z workers aren’t just looking for a paycheck but want a chance to contribute to the world in a positive way. A recent LinkedIn survey revealed that the top trait Gen Z values in a job is alignment with their values and interests.

2. Create appealing job descriptions 

With the above information in mind, don’t hesitate to highlight your company’s values in job descriptions. Whether you offer an inclusive environment and flexible schedule or are committed to social justice or eco-friendly practices, take positive steps to let Gen Z talent know.

When it comes to language, try to keep things as honest and transparent as possible. After being raised in a world of nonstop advertising, many members of Gen Z are borderline allergic to inauthenticity.

3. Use social media and digital platforms

Most members of Generation Z are used to being able to find information on nearly any topic on their smartphone. If you want to appeal to Gen Z candidates, make it easy for them to find out more about your company online.

While a solid website is a great place to start, make an effort to increase your company’s presence on social media platforms. Studies show that 92% of Gen Z members use YouTube, 85% have Instagram, and 78% are on TikTok.

In addition to company information, make sure your company’s staff is accurately represented in team photos. Studies show that female and nonbinary candidates are almost twice more likely than men to say that seeing women in leadership roles makes them more likely to apply to a job.

4. Streamline the application process for digital natives

While older generations may remember the days of hard copy job applications, the idea is foreign to many members of Gen Z. Make sure you have a digital, streamlined application process designed to appeal to Gen Z candidates.

While it’s important to keep things as concise as possible, some companies are now playing to Gen Z’s love of personalized digital experiences. For example, a company might use a gamified assessment platform or skills test to determine a candidate’s fit for a role.

Company videos or chatbots can also be unique ways to introduce job seekers to your company. Brainstorm creative ways to personalize the hiring process without making it overly lengthy.

5. Adapt interview techniques for Gen Z candidates  

Even the oldest members of Gen Z are still in their mid-20s, many with limited work experience. While screening resumes can be helpful for vetting Gen X or millennial candidates, it’s less likely to offer a thorough assessment of entry-level hopefuls. Encourage applicants to mention things like hobbies, talents, or side hustles that highlight the unique skills they bring to the table. 

Research reveals that 75% of Gen Z talent value the chance to meet a variety of company employees during an interview. Using multiple interviewers can give Gen Z talent a better idea of the diversity your company has to offer. It can also give you a better idea of how each candidate will fit into your team dynamic.

How to retain Gen Z workers

So, you’ve successfully hired a group of Generation Z employees! Now what? We offer some tips for long-term Gen Z talent retention.

• Understand the expectations and motivations of Gen Z employees
• Create a flexible work environment
• Provide opportunities for learning and development
• Address mental health concerns in the workplace
• Build a diverse and inclusive workplace

Understand the expectations and motivations of Gen Z employees 

Hiring Gen Z employees can come with plenty of perks for employers dedicated to helping new hires achieve their full potential. Not only do Gen Z workers offer fresh perspectives, but many are eager to jump right in and start making an impact.

Just remember to maintain the transparency and authenticity you demonstrated during the hiring process. Additionally, Gen Z employees will tend to keep your company accountable when it comes to upholding ethical business practices and social responsibility commitments.

Embrace these traits as assets that will keep your company culture on track toward positive growth.

Create a flexible work environment 

Gen Z employees can also serve as helpful advisers when it comes to embracing rapidly shifting workplace norms. Encouraging feedback or organizing brainstorming sessions can be a great way to gather ideas for promoting a work-life balance.

It can even be helpful to have new hires fill out personal assessments during the onboarding process. For example, you may discover that some prefer to work a night shift that another employee would gladly trade for a morning one.

You might also experiment with hybrid scheduling or even hiring on a remote or freelance basis. These concepts tend to be much more familiar to Gen Z workers than some older generations, so keep an open mind when it comes to experimentation.

Provide opportunities for learning and development 

Gen Z has a widespread enthusiasm for continuous learning and professional growth. In a recent survey, 70% of Gen Z employees reported that they were eager to grow within their company.

On the flip side, 50% rated no clear promotional paths as one of the top reasons to consider leaving a position. Another survey revealed that 40% of Gen Zers would even take a 2% to 5% pay cut to accept a role with better growth opportunities.

In an Upwork study, 61% of Gen Z freelancers said they choose freelancing to have more control over their personal development and career paths. 

Encouraging Gen Z workers to continue growing is not only a great retention strategy but also a worthy investment in developing internal expertise. Consider offering perks like mentor programs, online courses, workshops, or any other opportunities to transform new hires into future leaders.

Address mental health concerns in the workplace 

The World Health Organization (WHO) estimates that the global workforce loses 12 billion working days to anxiety and depression each year. 

Including mental health services in your benefits package is not only a great recruiting initiative but also a solid way to promote a more positive and productive work environment.

Mental health benefits can come in many different forms, from counseling services to stress management programs. Some companies even offer mental health days alongside sick days.

Build a diverse and inclusive workplace 

Maintaining a diverse and inclusive work environment with plenty of room for growth can go a long way toward bringing out the best in your Gen Z employees. 

In the same Upwork study, 64% of Gen Z freelancers said they freelance because it allows them to work in an environment not restricted by the limitations of age, race, or gender expectations. 

Take an honest look at your company’s strengths and weaknesses when it comes to promoting a diverse and welcoming environment. This can be the first step in developing strategies like inclusive hiring practices, diversity training programs, and policies that promote equality and respect for all employees.

Find talent on Upwork

The employment landscape has seen a great deal of change over the last few years. The rise of remote work opportunities now offers employers the chance to work with top professionals from all over the world.

As a new generation of employees continues to push the boundaries of the traditional nine-to-five work environment, it’s an exciting time to explore new ways to leverage top talent. Upwork was created to make connections between top independent professionals and clients from a wide range of different industries.

Whether you’re looking to fill gaps in your IT department or connect with top creatives, finding talent on Upwork can be a great solution. Sign up for a free client account today to connect with top professionals with the right skills for your needs.

And if you’re a Gen Zer looking to get a start in the workplace or wanting flexibility in the work you do, find jobs on Upwork.