Seven out of 10 (71%) 16- to 20-year-olds believe employers are not working hard enough to attract them, according to Capita Resourcing’s A to Gen Z study.
The research examined the attitudes of 1,015 Generation Z-ers and 106 senior HR professionals, and found that when choosing a job most Gen Z respondents wanted stability (93%), to work for a well-known company (82%), a challenge (80%), and work that makes a difference (79%).
The majority stated their preferred way of working is face-to-face in a small team (54%), which was rated more highly than working virtually or remotely (32%) or face-to-face in large teams (14%). Seventy-two per cent of Gen Z-ers said they wanted clear direction from their managers, while 67% hoped for direction transparency, and 66% wanted to be trusted by managers.
Regarding their career development respondents cited good opportunities to progress within a company (93%), good opportunities to develop as person (93%), time off to study (47%), plus a mentor/coach at work (45%) as desirable.
Nicola McQueen, managing director of Capita Resourcing, said that to maximise the potential of Generation Z organisations need to better understand the needs, ambitions and expectations of this cohort. “Treating candidates as you would a consumer can help you stand out among competitors and ensure that potential recruits, especially in this younger age bracket, feel appreciated, valued and ready to invest their career in your company,” she said.
“It’s all about building a brand ethos and story that resonates not only with Generation Z, but also the entire workforce. Establishing and communicating the opportunity for career progression, professional reward, and personalised company benefits from the first point of engagement will help to draw employees in. The trick is to understand what each age group needs and make the necessary investments in these areas to benefit the entire organisation.”