Aloysius Vijay, Director Talent Acquisition India, and APAC
Hiring and engaging Gen Z talent requires a different approach compared to previous generations. Organizations need to embrace technology, foster a culture of trust and innovation, and offer purpose and flexibility, to appeal to the youngest members of the workforce.
Not only is this generation born in the digital era and well versed with technology, but they also like to be challenged and are not averse to shouldering more responsibility. The role and the technology that they work on is very important to them, which is why we see students from top ranked colleges choosing start-ups over MNCs, so that they get to work on cutting-edge technologies as opposed to legacy solutions.
Gen Z is much more prone to take risks than the previous generations and have an entrepreneurial bent of mind – they look to do something of their own, even if it is in addition to a regular job. A case in point is the rapid increase in the number of influencers and surge in usage of platforms like YouTube and Instagram, which is let’s say starkly different from the number of users on stock trading apps
This generation is also very particular about the companies that they work for. They tend to choose to associate with organizations that align with their belief system, even if they have to compromise on few other aspects. This could include firms that are contributing to building the nation, or those that are carbon neutral and has a strong impetus on sustainability.
Gen Z employees are opinionated and hence look for leadership who encourage initiative and offers constant feedback. A company with a hierarchical leadership structure is less likely to attract and retain Gen Z employees, and these employees are less likely to work under managers who they do not look up to and respect. The opportunity to upskill, grow, innovate, and have fun at work is also important to this generation.
To attract and engage with Gen Z, its essential to understand their mindset and craft a talent acquisition and retention strategy which suits this generation the best.
Customizing the Employer Brand
Unlike the previous generations, Gen Z seek employers who offer them meaningful work with a social impact. To resonate with this generation, organizations should look to offer more flexibility in terms of a remote/hybrid work environment, showcase commitment to fostering an inclusive workplace, and promote work-life balance.
Digital First
Since this is a digital native generation, companies should focus on digital channels to engage and communicate with them, especially focusing on channels like X, YouTube, TikTok (outside India), Instagram, etc. However, employers must also be mindful to personalize communication, highlighting the flexibility and social impact elements.
Integration of technology during interviews is also highly recommended. It could be used minimize in-person interviews, to simplify the selection process, incorporating gamification elements and problem-solving puzzles for instance, to quickly assess candidate’s skills. Long and several rounds of interview are not favored by this Generation. Usage of technology to communicate, engage and collaborate will also be essential considering the digital affluence and flexible workforce requirements.
Worklife Balance
A vibrant workspace which integrates work, fitness, and recreation facilities have a big appeal. Employers should aim to showcase such amenities in their branding, to generate an aspirational value.
Personal Growth and Learning
This generation believes strongly in continuous learning and ensure that they keep themselves abreast of the latest developments.
Organizations should look at digital platforms to highlight learning opportunities, facilitate on-the-job learning experiences, provide coaching and mentoring, and engage in cutting-edge technology projects. In addition to this, organizing hackathons and coding challenges can greatly appeal to this generation’s interests as well.
Rewards and Benefits
While offering a competitive salary is a given, benefits offered should be in-line with Gen Z expectations. Flexibility in picking a compensation package, access to rewards and recognition platforms, and having an opportunity to give back to the society via volunteering programs will entice this generation immensely.
Performance Management
Gen Z prefers continuous evaluation and regular feedback rather than an annual analysis of their performance. Hence, many organizations have moved away for annual appraisal cycles.
Managers should regularly assess performance and share development feedback, which is backed by data, in a transparent manner. Two-way feedback is also appreciated, and therefore organizations/managers must also be open to receiving feedback and adapting to change.
Engaging with Gen Z Workforce
This generation values a sense of belonging, which translates to a strong connection to the organization and their colleagues. Organizations should therefore prioritize events that encourage team bonding and collaboration. Establishing digital interest groups via the organization’s intranet can facilitate community building and potentially deliver more meaningful innovation.
By understanding the needs of Gen Z and their mindset, the aforementioned strategies will help attract and retain this young workforce. Organizations should continuously evolve to adapt to the needs of the evolving work force. A proactive, flexible, and transparent organization, which focuses on fastrack development of its employees, and offers social responsibility opportunities, is where Gen Z will thrive.
About the author: Aloysius Vijay is the Director Talent Acquisition India, Sabre India. He works with the team to develop the best talent for delivering cutting-edge technology solutions.
Prior to Sabre, Vijay was working at Ola as Director of Talent Acquisition where he was responsible for significant growth in talent across different technologies. He was also responsible for setting up the data science team during his stint at Ola. Earlier in his career, Vijay has worked with various leading technology companies such as SAP, Samsung and Informatica.
LinkedIn Profile: https://www.linkedin.com/in/vijayal/
