How to Recruit the Largest Generation: 8 Mind-Blowing Statistics About Generation Z
September 6th, 2018 Written by: Molly Masterson
Accounting for over a quarter of the U.S. population, there’s no question that Generation Z needs to be on your radar as an employer. As a generation that is just now launching their careers, much of your entry-level talent will come from this multifaceted generation. And as a hiring manager, you need to know how to attract, retain, and grow young, Gen Z talent.
But Gen Z doesn’t beat to the same drum as Millennials (read these statistics employers need to know about Millennials if you need help attracting millennial talent), so you’ll need a different approach. Review the Generation Z statistics below to help shape your recruitment, employee retention, and professional development strategies.
1. Gen Z starts in 1995, making them at least 23 years old and starting their careers.
With the earliest Gen Z births occurring in 1995, members of Generation Z are just starting their careers at age 23. This means that Gen Z-ers are great candidates for entry-level, just-out-of-college positions where minimal experience is required. The benefits, job description, and company culture for those entry-level roles need to cater to this younger generation to attract the best Gen Z talent. For example, you can tailor your job listings to Gen Z by highlighting things that are important to them like inclusion or your company’s purpose.
In addition, this means that you’re just scratching the surface of the generation. As time goes on, your Gen Z candidate pool will continue to grow in size. To make sure that your recruiting and employment strategies are on-track, consider speaking to your existing Gen Z candidates or employees to get their thoughts on recruiting and work. Ask them what they value throughout the process and apply it to your future recruitment practices.
2. Less than one-third of Gen Z feel comfortable sharing personal details with companies.
Having grown up during a time where mobile and digital technology are prevalent, research from IBM has shown that Gen Z is more sensitive over their personal information, especially when sharing it with a company or brand. They grew up in an age where data was commoditized, leading to a desire for more data security and protection.
For employers and hiring managers, you should take this into account when asking Gen Z candidates to apply for a job. Employers need personal details in order to perform background checks, however, be clear with Gen Z about why you need their information and what you’ll do with it. This will help them feel more comfortable in providing their information. It’s also a good idea to assure them that their information will not be used for anything else and will be stored securely.
3. Almost half of Gen Z shoppers say that they give feedback often or very often.
According to Accenture’s Gen Z report, Gen Z is vocal with their feedback — they want you to know how they feel. For an employer, this is a great opportunity for you to learn about your own hiring practices and work experience. Ask your Gen Z employees and candidates how satisfied they are with your company. Ask what you can improve, what you did well, and what they’re looking for in an employer. This will provide you with opportunities to improve and further tailor your recruitment and company culture to Generation Z’s needs.
4. As the most ethnically diverse population in U.S. history, 76% of Gen Z ranks a job with a company that is diverse and inclusive as important.
As the most diverse cohort of the U.S. population, it makes sense that inclusion is important to Gen Z job seekers — as diverse people, they want diverse companies. For employers, this means you should show candidates that diversity is valued in your organization and is a top priority for you.
If you want to attract Gen Z talent, you need to showcase your commitment to diversity. By highlighting the many different walks of life within your organization, you’re showing candidates that your workplace is one of inclusion. Members of Gen Z will take notice and find your company more attractive to work for.
5. Generation Z expects their salary for their first job out of college to be $46,799.
The guide, Get Ready for Generation Z, found that Gen Z job seekers have high expectations when it comes to their salaries. For a first job out of college, that salary expectation will miss the mark depending on the type of job they want. A software engineer, for example, will have no problem meeting that expectation. But a customer service representative may find that $46,799 number takes a few years to reach. If your job openings miss this salary expectation, take the sting away by highlighting the many job benefits you offer like a 401K, health insurance, vacation, and more.
6. Gen Z are adept researchers. They know how to self-educate and find information.
Generation Z is full of ambitious, self-learning individuals, according to research from AdWeek. They’re eager to teach themselves new skills that help them in their life and careers. This is good news for employers, as it shows a willingness to learn. In addition, as great researchers, it’s important for employers to maintain their online presence. Gen Z will research your company thoroughly before applying for a position, so make sure that your website, social media profiles, and online job listings accurately reflect the company culture, job benefits, and job responsibilities.
7. 60% want their jobs to impact the world.
According to Marketo, the majority of Generation Z wants to change the world through their work — talk about an inspiration. They want careers that allow them to solve world hunger, cure cancer, expand education in underdeveloped communities, solve homelessness, deliver internet services to remote parts of the world, and more.
To appeal to this generation’s good will, emphasize your company’s purpose, charity work, or mission to show how your company is leaving an impact on local or global communities. If you can show that you’re helping to make a difference in people’s lives, it will pique the interest of workers in Generation Z.
8. 64% of Gen Zs are worried about how successful they will be in the future.
Growing up during the Great Recession, it seems logical that the J. Walter Thompson Intelligence trend report has found Gen Z to be skeptical about the future. As a result, members of Gen Z may be more risk-averse and crave security. And employers are a provider of crucial items like a salary and insurance, so it’s important that businesses take this concern to heart.
Help Generation Z workers feel secure by taking extra steps to communicate changes early and clearly. Be specific with any company changes that affect pay, insurance, or other benefits so they have all of the information they need to feel more comfortable with the adjustment. You may even want to schedule regular one-on-one meetings with your Gen Z employees to ensure that they’re feeling secure in their roles.
No Longer a Teenager
Having surpassed Baby Boomers and Millennials for the title of largest generation in the U.S, employers need to start thinking about Generation Z. They are quickly reaching adulthood and entering the workforce, providing employers with quality, entry-level talent. To attract the best Gen Z talent to your resume inbox, use the statistics above to shape your recruiting strategy.
Struggling to attract Gen Z candidates for your open jobs? As a professional staffing agency, we’ve worked with some of the nation’s leading brands to find the best entry-level Gen Z talent. Let us help you by requesting talent with us .