How to get closer to the architects of our future – GenZ?

The term “Gen Z” may invoke a sense of uncertainty, often seen as an enigma by companies and a source of anxiety for recruiters. But should it be that way?

Fear often stems from the unknown. So let’s solve the mystery around Gen Zers – they’re not shadowy figures; they could be the neighbor next door, the trendsetting girl you cross paths with daily, or even your very own daughter. Rather than viewing them through the lens of apprehension, consider Gen Z as both the present and the architects of our future. Born between 1997 and 2012, they are currently filling lecture halls and gradually stepping into the job market. This generation currently makes up 30% of the world’s population, and by 2025 it is expected to make up 27% of the world’s workforce. So who exactly are these new job seekers? Read on to learn everything you need to know about recruiting Generation Z: 

How do we attract them?

  • Be present in their world – Gen Z is often referred to as true digital natives, having grown up entirely in the era of the internet. Instead of reminiscing about dial-up connections and floppy disks, acknowledge their reality. Platforms like Instagram, Snapchat, and TikTok are their digital playgrounds. To engage with them effectively, Talent Acquisition professionals must allocate time and resources to these specific social media platforms. Gen Z values creative content—photos over lengthy text—and emphasizes visualization due to shorter attention spans. Our job is to create content that not only captures their attention but also puts together an action – to review the job ad and submit an application

  • Reevaluate Job Requirements – The oldest Gen Z individuals are now 26 and actively seeking employment. While some may already have experience, many are at the starting line of their careers. Entry-level positions should genuinely be entry-level, providing an opportunity for those just entering the workforce. Unfortunately, what is often labeled as “entry-level” demands more than three years of experience, an unrealistic expectation for beginners.

  • Personalized communication – Gen Z prefers digital channels for communication, such as instant messaging apps, social media, and video calls. However, the digital realm doesn’t equate to impersonality. Regardless of the channel, personalization is the key to breaking through the noise and capturing Gen Z’s attention. While they may lean towards texting, many express that one-on-one communication is the most effective way to engage with them.

  • Career Development Opportunities – To effectively engage Generation Z, organizations should prioritize career development by implementing structured training programs, emphasizing skill diversity through workshops and certifications, offering transparent career pathways, showcasing a commitment to innovation, establishing a feedback culture with regular recognition, and providing flexible learning formats. These strategies not only attract ambitious Gen Z talent but also contribute to long-term satisfaction and retention within the organization.

What are the benefits important to Gen Z?

Gen Z values purpose and work-life balance more than any previous generation. They seek jobs that allow them to have fulfilling personal lives while pursuing their professional aspirations. Salary is important, but it is not the sole driving factor for Gen Z when it comes to choosing a career.

  • Continuous Learning Opportunities: Gen Z recognizes the importance of continuous education in an ever-evolving job market. Employers that invest in their employees’ professional development are likely to attract and retain Gen Z talent, who value ongoing learning opportunities as a means of staying relevant and advancing in their careers

  • Flexible Work Arrangements: Flexibility is a cornerstone of Gen Z’s ideal work environment. Whether it’s the option to work remotely or flexible working hours, they appreciate a workplace that acknowledges and accommodates the diverse needs and responsibilities they juggle outside of work.

  • Mental Health Support – Gen Z places a strong emphasis on mental well-being. While engaging in self-care practices, such as mindfulness, is common, there is still a significant segment of Gen Z facing mental health challenges. Employers who proactively provide resources and support for mental health can significantly contribute to the overall well-being and productivity of Gen Z employees.


How does our benefit package appeal to Gen Zers?

Starting on our journey in 2012, in the era of Generation Z, might suggest a natural understanding of their preferences. However, the truth is, we didn’t possess the knowledge initially on how to effectively attract and retain this dynamic demographic. Over the years, we’ve faced challenges, learned from experiences, and consistently refined our processes to align with the evolving standards set by Generation Z. Our benefits package is a testament to our commitment to meeting the unique needs of Generation Z, fostering an environment where they can thrive both professionally and personally.

How did we do it? 

Through anonymous surveys, we actively gathered input from our employees regarding the benefits they desired. By staying attuned to market trends established by Gen Z, we transitioned from a traditional office setup with fixed hours to a full hybrid model, prioritizing flexibility and emphasizing our employees’ well-being by introducing private health insurance and mental health support. Moreover, over 200 employees pursued various certifications supporting their development within the company.

Are we content with our benefits? Yes! However, we remain open to feedback from our employees, encouraging them to propose ideas. Approaching the end of 2023, we eagerly anticipate the opportunities the new year holds. 

Ivana Dejanović
Talent Acquisition Specialist
Outsource Insurance Professionals

About the company:

OIP, a rapidly expanding outsourcing company, is a leading provider of insurance services to corporate clients across the USA, UK, and Canada. With processing offices in Serbia and India, OIP offers a unique international setting for individuals aspiring to excel as insurance professionals and foster further professional growth.

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