Gen Z is entering the workforce in large numbers, and this trend has implications for recruitment professionals and the working world at large.  In 2030, Gen Z will make up 30% of the workforce, so it is important to understand the challenges and benefits that this generation brings.

Unfortunately, many hiring managers struggle with Gen Z in the workplace.  There are three factors between the Gen Z hiring gap: changing workplaces post-COVID, unnecessary workplace friction, and misaligned career expectations between employers and employees.  How can recruitment officers address the Gen Z hiring gap and high turnover rates?

At the beginning, it is critical that hiring managers establish clear expectations.  In fact, 98% of Gen Z’ers agree that clear expectations are necessary, making it a vital step in the process.  Manages should also foster genuine transparency, offer workplace respect, nurture meaningful connections, and focus on intentional communication.

Each of these solutions has its own set of sub-methods and goals that can help managers connect with Gen Z.  For example, to foster transparency, managers should set clear goals, ensure several options for 1:1 check-ins with supervisors, and recognize good work. 

Gen Z’ers are old enough to make a significant impact on the workforce.  However, many managers are struggling to connect with them.  Changing hiring practices to meet the needs of Gen Z’ers is important in the years to come.