The Z Factor: What Companies Need To Know About Hiring Gen Z

Innovation The Z Factor: What Companies Need To Know About Hiring Gen Z Nick Diaz Brand Contributor ServiceNow BRANDVOICE Storytelling and expertise from marketers | Paid Program Sep 5, 2022, 11:03pm EDT | Share to Facebook Share to Twitter Share to Linkedin We’re the largest generation in the world and the first truly digital natives to enter the workforce—but companies aren’t doing enough to understand what we want. After one of the most intense periods in modern history, Gen Z is tackling our next big challenge: getting a job. The oldest members of my generation are now 25, just a few years out of college—an experience that was defined by an abrupt shift to online learning, disrupted exam schedules, and a massive blow to our social lives.

And if they chose not to attend university, their first work experience was defined by the pandemic. Gen Z is here and ready to work. .

. if you can connect with them. getty We’re the largest generation ( 32% of the global population ) and a talent pool whose potential is only starting to be realized.

In fact, Gen Z is educated, skilled, socially conscious, and resilient. We are digital natives who grew up with evolving technologies. In the right workplace, we’re willing to work incredibly hard and adapt to new environments.

After all, that’s what we’ve been doing for years. So why aren’t employers doing more to recruit Gen Z? Attracting Gen Z talent For many Gen Zers, including me, the “right” workplace isn’t the same as it was for previous generations. Yes, even for millennials.

Why? It comes down to our worldview. The elders of my generation came of age during tumultuous times. A different generation might have learned to hate risk and double down on individualism—but we haven’t.

Gen Z loves learning and puts diversity first. We’ve seen the impact that a single person can have on the world—both good and bad. This worldview has shaped the way we look for jobs.

Thinking back to my own job hunt, it was important for me to work for a company that treats me like a whole person—not just a cog in the corporate machine. In conversations with friends who are in the job market, we agreed that a healthy culture is the No. 1 thing a company can offer.

Most of us start evaluating a company’s culture long before we hit “Apply. ” By looking at its website and social media—especially Instagram, Twitter, and TikTok—we try to figure out whether it’s a welcoming place to work. Does its website feature people from a variety of cultural backgrounds? Does it show support for BIPOC and LGBTQ+ communities? Is its online presence authentic, or cringey? Even surface-level elements were important when I was looking at company websites.

I wanted to see photos of people with tattoos and piercings, people who felt comfortable displaying their personality. If I saw people in suits, or a lot of Times New Roman, I started to wonder if the company would let me bring my authentic self to work. [How well do you know Gen Z? Take this quiz to find out.

] If this sounds superficial, think about it this way: Gen Z wants to work for businesses whose values align with our own . We’re an extremely diverse, value-oriented generation. About half of Gen Z employees identify as BIPOC, and at least 22% of Gen Zers have at least one immigrant parent.

If we’re not treated fairly, then we won’t show up—and we will leave a job if our needs aren’t being met. In the right workplace, we’re willing to work incredibly hard and adapt to new environments. After all, that’s what we’ve been doing for years.

In my experience, Gen Z is attracted to companies with cool products that we use or want to use. Like many of my peers, I applied to tech companies because they can do a lot of good in the world. But there’s nothing worse than landing a sick new job only to feel disillusioned because the work environment isn’t what it seemed to be—or what was promised.

Beyond culture fit Attracting Gen Z talent is just one part of the picture. Once we’ve got a foot in the door, we want the company to treat us like a whole person. That was crucial for me in my own job search.

I paid close attention to the types of questions interviewers asked me, and I was particularly impressed when an interviewer seemed to be evaluating whether I was a good culture fit. A major reason I decided to work at ServiceNow is that the hiring manager dug into my personality. He cared about whether I would be happy in this role and whether I would work well with his team.

Companies also tell you a lot about their values through the benefits they offer—and the ones they don’t. I think there’s a misperception that Gen Z is laser-focused on stuff like Google-style lounge areas with bean bag chairs and high-end snacks at work. Those perks can certainly help tip the balance, but they’re not the priority.

The companies that stand out are the ones that offer holistic benefits. Flexibility is a huge part of that. Although many of us don’t want to work remotely five days a week, we want to be able to pick and choose our schedule .

The majority of Gen Zers have left or thought about leaving a job because of an inflexible work policy. Flexibility isn’t just about working from home, though. It also means the flexibility to change roles or acquire new skills with the company’s support.

During my own job search, I got excited about companies that would pay for me to continue my education. In fact, 40% of Gen Zers are willing to take a pay cut of up to 5% for a role that offers better career growth. So here’s my message to hiring managers: Be honest about who you are and what you offer.

Like most of my generation, I’m excited about the future and ready to step up to make a difference. If you can show me that you’re committed to building a better world, then I’m ready to help you do it. Nick Diaz Editorial Standards Print Reprints & Permissions.