Getting to Know Gen Z Talent

Generation Z talent now makes up 20% of the UK workforce, and that number is (obviously) only going to increase.

What challenges are Gen Z facing?

Born in large part after the inception of Web 2.0, they’re the first generation to have existed exclusively in a world with easy digital access and user-generated content. A particularly noteworthy quality is a reduced need for computer training, which may allow employers to focus on upskilling and development in other areas.

Conversely, it’s also important to be conscious of the growing automation of entry level roles. With routine tasks such as basic data analysis becoming increasingly easy to automate, responsibilities which were previously the domain of entry level roles are shifting. It would be easy to let those entry level opportunities fall by the wayside, but employers and candidates could see a great deal of growth by redefining them as roles that work in tandem with the automated systems rather than instead of them.

Gen Z’s potential when it comes to tech could be outstanding, and it’s important to actively ensure that those first steps into a career in the industry are accessible.

Must haves for Gen Z candidates

Flexibility

Several years after the first lockdowns, a responsive, flexible approach to working patterns is still high on the agenda for employers and candidates alike. This is particularly true of Gen Z, with a striking 72% that have left or would consider leaving a role because it did not reasonably facilitate flexible working.

Effective flexible working policies offer autonomy, freedom, and, for many employees, a pathway to better work life balance. Those policies can take many forms. It’s all about finding the right fit for you:

• Job sharing-this is an interesting one. When your employees share a job, they share the responsibilities usually carried out by a single person, each with reduced time. It relies heavily on a solid working relationship between the sharers, but with the right balance, it can bring broader perspectives and skills to your organisation.

• Compressed hours-great for team members with commitments outside the office, compressed hours offer a shorter work week in exchange for longer hours on working days.

• Flex time- it is what it sounds like! With flex time, your employees can choose what time they start and finish, helping them build a schedule that capitalises on their most naturally productive periods.

• Results Only Work Environment (ROWE)- as you might expect, ROWEs are result oriented. It’s about output rather than hours. It works best in roles requiring quantifiable output to a defined deadline, and requires clear trust between the ROWE team member and their manager.

A better working environment

What is a better working environment?

We’ve already talked about flexibility, and that’s certainly part of the picture. One of the advantages of offering flexible working is that it indicates a prospective employer's ability to understand individual needs and circumstances, which is crucial to feeling valued as a team member.

So, how else can you ensure that your employees-Gen Z or otherwise-feel valued?

It might seem obvious, but when the workload rises, meaningful conversations can often fall by the wayside.

Discussions about immediate goals should be a regular feature, but without keeping in touch with the way your team feels about their role and responsibilities, you’ll be missing out on opportunities to really help them shine.

• How do you feel about your workload?

• What are you loving?

• What could we do differently?

• Where do you see yourself in the next year?

• How can we help you get there?

Show your team that you value who they are just as much as what they do. That really matters: a report by ThoughtExchange found that 79% of their respondents valued having a manager who cares as much about their personal development as their professional development.

It’s a people-led approach to talent acquisition, and empathy sits at the heart of it.

It’s no secret that mental health has been a rising priority over the past few years, and this is particularly true of Gen Zs, with around three quarters globally saying that mental health resources are one of their top priorities when looking for new roles.

Diverse and inclusive workplaces

DE&I is also essential to a better working environment. Whilst an organisation’s commitment to DE&I can be a marker of an ethical culture and practices, it is an absolutely crucial responsibility in itself.

This is a top priority for Gen Z, with 73% being more likely to choose an organisation that values DE&I over one that they feel does not. It’s clear that businesses must be able to demonstrate a responsive, proactive approach to diversity and inclusivity. There are steps you can take to embed DE&I at every level of your organisation, from candidate to CEO.

• Cut hiring bias: Biases (unconscious or otherwise) during the hiring process can inform exclusionary practices. Taking steps to expand recruitment channels, hiring based on skills rather than experience, standardising initial vetting, and being actively accountable to those goals, are all strong actions to tackle those biases.

• Collaboration: A strong DE&I strategy is grounded in feedback and input from your teams. It’s not only important to provide your people with a space to have their say; it’s also essential to ensure that they have the ability to access it and confidence in the organisation’s willingness to listen, address, and act. Including team members in the discussions that directly impact their daily experiences and long-term opportunities can help direct decision-making away from assumptions—an all-around positive!

• Get the C Suite onboard: When you have a DE&I vision you’re passionate about, it can be incredibly frustrating to find that you just can’t quite realise it. Whatever your ambitions, you’ll need engagement across the board—literally. Be strategic: present targets that align with organisational development and be clear about the expectations and development needed to achieve them. 

Diversity, equity and inclusion isn’t a series of disparate actions and programmes. It’s a pivotal part of organisational culture, woven through every decision and every team. This isn’t just a top priority for Gen Z- is should be a top priority for everyone.

In short...

Gen Z has a lot to offer the workplace, and we’re only just beginning to see the potential! As one of the most diverse generations entering the workforce following a potent combination of significant economic, environmental, and cultural shifts, their experience is unique.

By actively taking steps to engage with candidates of this generation, you’re opening the door to a wealth of understanding and raw ability that will be crucial to future growth.