It’s easy for hiring managers to look over young Generation Z talent. After all, many of these candidates might be the same age as your children. It’s hard not to think about your own son and daughter and think, “Are they really ready for this?” Don’t let age bias stop you from extending an offer letter to great talent. While some might think these potential hires don’t have the drive or skills to succeed, this way of thinking couldn’t be further from the truth. “Gen-Z” talent is tech-savvy, passionate, and motivated to make positive changes within their workspaces and the world around them.

Generations in General

There are currently five generations of people contributing to today’s global economy. This is the largest number of different generations working together in history, resulting in thriving and diverse work environments. Each one of these generations brings their own personality and unique set of professional skills to the workplace.

Firstly, there are the dependable and tactful Traditionalists, born from 1925 to 1945. Next come the competitive “workaholics” the Baby Boomers, born from 1946 to 1964. There is also the flexible and independent Generation X, born from 1965 to 1980. We then have the largest group of workers currently employed, the achievement-oriented and open-minded Millennials, born from 1980 to 2000. Lastly comes our newest generation of progressive and entrepreneurial employees called Generation Z, born from 2001 onwards.

Is Generation Z for Me?

By 2030, the number of Gen Z workers is expected to triple. You are going to need to appeal to Generation Z in order to ensure your organization’s livelihood. There are a handful of benefits that come from actively recruiting young talent. These include a diverse team, a better company culture, and an eagerness to prove themselves.

Generation Z is the most racially and ethnically diverse group of people to ever exist due to things like changing attitudes towards race, migration patterns, and a rise in interracial families. Nearly half of this demographic identifies as a racial or ethnic minority, while 1 in 6 Gen Z adults identify as LGBTQ+. This generation not only appreciates a diverse workplace but they demand it. If you are struggling to diversify your talent, then focusing on recruiting young talent is a must.

Not only will you be expanding on your diversity and inclusion efforts, but you will be helping to define and build your company’s culture. This generation wants to be the change they want to see in the world. These workers also tend to value culture over compensation. Providing your Gen Z hires with things like mental health days, and flexibility will really win over young talent.

Generation Z employees will make up the majority of the workforce by 2030. Nearly half of "Gen Z" adults identify as a person of color, and 1 in 6 of them identify as LGBTQ+. These employees demand a diverse work environment free of bias and expect management to take accountability.

 TikTok...TikTok...When and How Do I Court Generation Z Talent?

As for when the answer is NOW. While most Traditionalists are already enjoying retirement, Baby Boomers are beginning to follow suit in droves. By 2025, Generation Z employees are expected to make up over a fourth of the workforce. Failing to court these progressive workers will only hold your company back from being successful.

Generation Z is the generation of instant gratification. Growing up in the digital age, these young people have been raised on mobile technology and innovation. Gen Z candidates will expect you to make a hiring decision within a week of their first interview. If your time-to-hire is too long, you might be throwing great candidates back into the talent pool for somebody else to catch.

This intuitive group also appreciates transparency in the hiring process. They expect feedback at regular intervals throughout the interview process. While they thrive on social media, they do not want to be recruited or contacted through their personal accounts. They would much prefer to be contacted via email or through professional social media networks such as LinkedIn.

You also need to focus on what drives Gen-Z workers. This group is motivated by diversity, inclusivity, and social responsibility. 77% of Gen Z job seekers say that a company’s level of diversity in hiring affects their decision to work there. Working for a company that cares about the same issues they do is quickly becoming a requirement for future hires. They expect companies to use their platforms for the greater good of all, not greed.

Companies need to ensure they have ethical hiring standards, sustainability policies, and eco-friendly practices. A great way to show potential hires you are on the same page as them is through social media. Generation Z expects you to have regularly updated content that is an authentic representation of what your company stands for. It is important to use social media platforms such as Instagram and TikTok to show young people what your business is all about.

Bryq Can Help Bring in Talent

Generation Z workers are the key to future success. They are bringing new ideas and a hunger to prove themselves to their roles. While Millennials came into the workforce educated and prepared, the Great Recession hindered many of them from reaching their full potential. Gen Z is not ready to let the same thing happen to them.

The sooner you invest in hiring these digital nomads, the better suited you are to tackle future obstacles in an ever-changing global economy. Our Bryq Talent Assessment helps companies by eliminating bias as much as we can from your hiring process. Doing this is your first step in creating a Gen Z-friendly company culture. Focusing on cognitive skills over resume experience and improving your time-to-hire will position your business as one that young people want to be a part of.