Olivia Andrews

By 2025, Baby Boomers will have reached retirement age, making Gen Z and Millennial talent the majority of the workforce. This will mark the first year Gen Z’s labor force participation outpaces that of Baby Boomers, introducing new challenges for Talent Acquisition teams. With Gen Z intending to stay in roles for only 2-3 years, leaning into company attributes that resonate with Gen Z candidates will foster their successful recruiting and retention.

Embrace Gen Z’s Empowerment for Effective Recruiting

Gen Z candidates are ushering in a new era of workforce dynamics, challenging norms and prompting recruiting teams to reevaluate their recruitment strategies. While some may perceive Gen Z candidates as entitled due to their high salary expectations, enforced boundaries, and flexibility requirements, a shift in perspective to instead see Gen Z as empowered can enable recruiting teams to meet candidates where they are. 

While Gen Z candidates feel empowered, they still need guidance. Given their limited exposure to business norms and the unconventional circumstances surrounding their education during the COVID-19 pandemic, being upfront with candidates and clarifying expectations will ensure everyone is aligned. 

Acknowledge Gen Z’s Diversity in Your Recruiting Strategy

With 48% of Gen Z in the U.S. being non-white, Gen Z is the most racially and ethnically diverse generation in U.S. history. They are also the most educated and online generation. Gen Z’s unique experiences give them different expectations of the workplace than previous generations. This necessitates a shift in recruiting strategies to prioritize Diversity, Equity, and Inclusion (DEI) initiatives, as authenticity and representation are significant priorities for Gen Z. They value a workplace where individuals in management positions come from various racial, ethnic, and socioeconomic backgrounds.

“Are there people of color, women, or trans or non-binary people in leadership positions?”

– History Major, ’23

Ultimately, many Gen Z candidates know what they want and are not afraid to ask for it. While this fact may be daunting for some teams, engaging with these candidates is more straightforward than it may seem. By authentically communicating with Gen Z and leveraging our data-driven research to highlight the values that resonate most with them, teams can establish meaningful connections that make Gen Z feel heard and understood. Embracing these strategies will not only pave the way for success with Gen Z talent, but also position organizations to thrive within a dynamic and inclusive work environment.