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What You Think You Know About Gen Z Talent is Hurting Your Placement Process

What You Think You Know About Gen Z is Hurting Your Placement Process

Each generation in the workforce requires a different approach to staffing. As the youngest generation in the workforce, Gen Z has no shortage of buzz right now. There’s talk about their work ethic and attitudes and how these factors impact the placement process. 

Often seen as job-hoppers and tech addicts, new research from Zapier revealed Gen Z employees might not be who you think they are. It turns out most see their job as core to their identity, show interest in committing long-term to their jobs, and want the necessary tech to get their job done correctly. 

Demystifying Gen Z candidates sets your placement process up for success and positively impacts your clients’ employee retention rates. Here’s what makes Gen Z tick and what they value in their roles: 

A focus on internal growth from the start

Younger generations are often seen as hires who avoid responsibility and jump ship for another opportunity at a moment’s notice. Data from Zapier’s report proves this stereotype isn’t accurate for Gen Z talent. Candidates from this generation are loyal. Specifically, Gen Z employees plan to stay at their current job for an average of six years. 

Setting Gen Z candidates up for a future role requires a focus on growth opportunities. Work with hiring teams to create potential pathway examples for Gen Z talent, so there’s no mystery in what their future may hold. Draw attention to internal growth opportunities from the start. For instance, share branded videos of employees who advanced internally based on their relevant interests and successes. 

Opportunities to work with top-of-the-line tech

Gen Z candidates are digital natives. In fact, according to Zapier, 95% of Gen Z candidates would be willing to automate parts of their jobs. Most importantly, this generation won’t stick around if their employers don’t provide the technology they need to succeed. Gen Z employees will quit a job when employers don’t offer them the proper technology. 

Cater to Gen Z’s tech interests during the placement process. Find ways to highlight top-of-the-line technology candidates will have access to in the role. Doing this ensures Gen Z knows they will have access to the tools they need to thrive. Candidates may also be more interested in positions where they can be at the forefront of the company’s initiatives for choosing technology to enhance their work.  

Employee wellness benefits

Roughly seven in ten Gen Z employees say they constantly check their work communication tools outside of the office. Gen Z candidates aren’t necessarily social media addicts; they’re workaholics. This behavior is leading to faster burnout than previous generations. While employers may see this level of connection as enticing, it can also backfire. 

As a staffing pro, it’s your job to place Gen Z in roles where they’ll remain dedicated, but have leaders who are focused on their well-being. Zapier’s research revealed 91% of Gen Z believes employers should have a mental health work policy in place. During the placement process, highlight employer wellness policies and available benefits to attract Gen Z talent. 

Company culture is the perfect match 

For Gen Z, their professional and personal identities intertwine. In fact, 65% of Gen Z respondents in Zapiers report say their job is a critical component of their personal identity. These candidates aren’t going to clock in just for a paycheck. 

The role, company culture, and management should all be working in harmony for Gen Z candidates to thrive and stick around. During the placement process, ensure candidates have access to all aspects as touchpoints. 

Josh Tolan

Josh Tolan is the Founder and CEO of Spark Hire, a video interviewing platform used by 6,000+ customers in over 100 countries.