Embracing Appealing Recruitment Strategies for Generation Z
This piece was written by Zoe Fulgencio, who is interning with Sipley the Best during the Spring 2024 semester. Zoe Fulgencio is a student at Crooms Academy completing a Business Writing Internship with Sipley the Best. She hopes to major in graphic design at the University of Central Florida and get a job in digital design after completing her college years in this field of study.
To give you a little insight on the Human Resources Department, it is a division of business that provides meticulous services in recruiting, screening, training, and a number of other amenities that come with bringing in people like you who are trying to get employed for their desired companies. Isn’t this just so great! The responsibilities of Human Resources also consist of the firing and hiring processes. Recruiting you for a company is one of the most important factors because it entails reviewing documents, holding interviews, and performing background checks that enable yourself to go and work. Laying off employees is another route that HR can take and shows that you committed an “oopsie-daisy.” You as an employee may not be the best fit for a company because of previous records or current affiliations. It is sad that stuff like this happens but at the end of the day, it is a necessary process to execute so a better functioning business has the chance to bloom. Along with these provided services, another factor to consider is the employee engagement efforts that attract incoming hires. The quality of business guidelines and advertised appeals is important when you are considering commitment to a job. This being said, companies can further attract generation Z employment through a variety of methods such as work flexibility, paid time off, peer counseling, and group collaboration activities.
Work Flexibility
Being able to have flexible work hours is crucial in reaching out to potential hires because it gives young people the time to feel comfortable while also staying productive. Having time shifts where people can come in either earlier or later in the day can help boost company performance in the long run. If companies cater to employees with adjustable hours based on personal preference then job satisfaction would most likely increase. The happier employees are with a company, the longer they want to stay. As technology is advancing in a lot of the job industries, it is more apparent that tasks and projects are getting done remotely. This means that flexibility can also come in another form: working from home. The FlexJobs Employer Blog states, “A 2019 survey of remote workers found that, on average, they work 1.4 more days per month than in-office employees. That translates into 16.8 more work days every year. In addition, in-office workers deal with workplace distractions an average of 37 minutes per day, versus the 27 daily minutes a remote employee experiences” (Howington). The ability to work in a space where someone can call it their own entices people to put their work ethic to better use in an atmosphere where they feel safe and focused. Not having to worry about commuting far away or dealing with transportation issues is a huge plus for the worker. There is also an overall increase in work effectiveness and companies should care more about work flow rather than the physical location workers end up in.
Paid Time Off (PTO)
It is vital that the job comes with some benefits and getting more paid days off further attracts young people who want to come and work. I know that I would love to spend more time working if paid time off was more than a standard, let’s say… two weeks. Even unlimited paid time off would be great because it entices incoming Gen Z workers to choose what given days they can have off. This would definitely increase retention rates and enhance the recruitment process for a said company. Workers will develop a stronger sense of trust and loyalty to their companies if they see that employers are giving them extra pay on top of the salaries already earned. Factorial suggests that without these additional payments, employees working under these businesses can bring on a load of stress as well as combative relationships amongst the workplace (Valier). The value that extra pay has on employees can reduce turnover rates and lessen the chance of having employees absent from work. It would motivate people to work at that specific company for longer. Another thing that companies can keep in mind is including a starting pay to appeal to Gen Z hires in the up and coming job market. For example, workers getting paid on their first days of training would be of high interest, even if it was a small amount. It shows that the company has a level of respect for their employees just starting out. These profitable transactions also benefit the companies because workers are more likely to carry out instructions quicker knowing that money is on the line, leading to faster performance rates and progress made within the business.
EAP and Collaborative Group Activities
Mental health issues have been more prevalent than in years past and employers may have failed to realize the symptoms in the workplace. “...many of us are understandably reticent about talking to others about our mental health, especially our supervisors or employers. You may fear that you’ll be negatively judged, your reputation will suffer, or your career damaged” (“Mental Health in the Workplace - HelpGuide.org”). If companies could make Employee Assistance Programs available, it would assist a lot of employees with mental struggles they may have at work or in their own personal life. This program is really beneficial to youthful workers because it gives them the chance to connect with therapists on a deeper level. Money would not be a problem in this case because these help sessions would be paid for by the employer or permit insurance policies to cover, acting as a safety net for many. On the condition that companies are more accepting of these mental health problems, there can also be an increase in loyalty and trust between the employee and the company. This method would be a great way to heal any open wounds employees may be feeling and a much healthier practice compared to avoiding these negative emotions, like previous generations have before. If companies could provide the right care for employees then it would demonstrate that those businesses are the most reliable and understanding of their employees. Phones and computers are becoming an even louder addiction as technology advances. This prominent and continually upward trend does not seem to stop generation Z from hiding in their introverted shell. If anything, it causes people to feel caved in to any social interactions and communication with fellow co-workers. And no company wants an employee lacking in social skills. An article from the HelpGuide states, “If you’re not close to your colleagues, make the effort to pool resources on projects, work closer together, and be more social during breaks and outside the workplace” (“Mental Health in the Workplace”). One way companies can feel confident that their employees have the ability to articulate to one another can be planning hands-on activities with the people under their company. An example of this could range from volunteering at a nonprofit organization to dining at a fancy restaurant as a group. There are so many ways that companies can find creative avenues and grow a strong connection with their hires; all it takes is effort and implementation.
Companies that exercise flexibility, paid time off, mental health programs, and stimulating group activities in the workforce are all great additions that will incentivize generation Z workers. Who wouldn’t want all of these fantastic services? It is crucial that companies are giving their employees adjustable options that adjust to their comfort level and routine schedule. More workers would appreciate the companies that they work for if these benefits were attainable to them because it gives them more opportunities to excel in a job that takes into consideration the needs of the employees and the core values of what matters to generation Z in the workplace. Closer bonds can be made with the employee and the company, causing an improvement in business performance by catering to the people and constantly adapting to new ideas. This is what makes a great company network stand out.
Sources
Howington, Jessica. “How Flexible Work Benefits Companies and Employees.” FlexJobs Employer Blog, 20 Aug. 2020, www.flexjobs.com/employer-blog/the-benefits-of-allowing-employees-a-flexible-schedule/#:~:text=Staff%20who%20work%20flexible%20hours.
Valier, Katharyn. “Why PTO Benefits Should Be Part of Your Compensation Discussion with Employees.” Factorial, 20 Apr. 2023, factorialhr.com/blog/pto-benefits/#:~:text=In%20addition%20to%20increased%20absenteeism.
“Mental Health in the Workplace - HelpGuide.org.” Https://Www.helpguide.org, www.helpguide.org/articles/work/mental-health-in-the-workplace.htm#:~:text=Workplace%20risk%20factors%20for%20mental%20health&text=A%20toxic%20workplace%20that%20fosters.
