This week on The DayBreak Blog, we’re sharing some news based on what we are seeing in the current marketplace.
Gen Zers are more interested in company culture and an organization’s core values than any of the other generations in the workplace. Further, Gen Zers want to see these values reflected in concrete action, not just talk. For many, this will directly impact the decision to even apply to your job posting in the first place.
So how do you make sure your company doesn’t have a barrier to entry for top Gen Z talent right off the start? You must do a good job of communicating and marketing your firm’s values. In this way, talented individuals can assess if they align with your values and you can begin to build a pipeline of the right individuals for your organization.
- Be honest and come to terms with your firm’s resources and capabilities. When hiring entry-level talent, your organization needs to be sure you have the resources to nurture this talent. Training, support and mentorship are needed to create a positive experience for young Gen Z workers. Be true to your values, and realize it is okay to not be everything to everyone. Find the right talented individuals who align with your values and goals as opposed to casting a wide net and failing to create a clear strategy or role for them.
- Be transparent about job expectations and hiring process to build trust and develop a reputation of authenticity. Gen Z highly values honesty and being transparent will showcase your commitment to a fair and straightforward approach. Your company brand will be looked at positively, making your organization more attractive to Gen Z talent seeking genuine and upfront workplace experiences.
- Cleary define avenues for advancement and career growth. This generation values opportunities for professional development and a clear trajectory for their careers, even within the first year. Providing a transparent and well-structured path not only aligns with their ambition but also signals a commitment to supporting their long-term success, making your organization more appealing to Gen Z individuals seeking meaningful and progressive career opportunities.
- Provide resources designed to educate and promote growth not just within your organization, but outside and in the industry as a whole. Gen Z values continuous learning and community engagement, so providing avenues for both internal development and industry-wide knowledge-sharing demonstrates a commitment to their professional growth. It shows that you care about them as individuals, and are authentic in wanting to help them in their careers, even if down the line it is not at your firm. This will give your organization a positive reputation that will be spread to the peers of these Gen Zers. Your firm will be more appealing as a forward-thinking and collaborative workplace.
For more details and to read the full article from INC.com, click the link below!