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Securing young talent is a great way to ease skills shortages while providing organisations with enthusiastic and engaged workers.
Oracle released the 8 Ways CFOs Can Win the Gen Z Talent War report, outlining the top ways for attracting and retaining young talent.
Oracle’s eight tips for securing Gen Z workers and keeping them around are:
1. Offer flexibility and work/life balance
Many Gen Z employees have entered the workforce amid the pandemic. Flexible working arrangements are seen as a regular practice for younger workers.
On the other hand, there are those who would like to be in the office to build connections. The best of both worlds is hybrid working, which allows for choice and flexibility.
Oracle noted that many young workers see their job as just a way to get by and see more to life than work. By being flexible, you’re helping to keep staff happy and engaged.
2. Prioritise continued learning opportunities
Providing learning and development opportunities not only keeps staff happy and engaged but also progresses the skills in your workforce.
These opportunities are a key consideration when younger workers go for roles, said Oracle.
“The younger generations are up for a challenge. Why? Because they are entrepreneurial, they are creative, they’re innovative. Boring is bad, so don’t let them get bored on the job,” said Abe Bakhsheshy, organisational behaviour professor at the University of Utah’s Eccles School of Business.
3. Show a clear path for advancement
Correlating with a desire for development, young workers need to know that something is going to come out of the learning.
The report noted that in a “National Society of High School Scholars, Gen Z students ranked ‘gaining skills to advance my career’ and ‘pathways to promotion’ as the two most important aspects of their work experience”.
Making opportunities for development clear and accessible can help young workers to strive for growth.
“Having that very open conversation from the get-go of what [promotions are] going to look like in the future for them, I think it makes people more inclined to accept a role if they believe they’ll grow,” said Kate Smith, marketing and finance graduate.
4. Provide real opportunities to contribute
According to Oracle, the traditional authoritarian business structure is a thing of the past, and more organisations are giving junior-level employees a chance to contribute.
Kristin Murakami, a UCLA senior studying financial actuarial math, said this is a great way to keep young talent engaged: “Everyone wants to feel that they’re valued, and especially working at a big company, it’s easy to get lost in just ‘do what’s best for the company,’ that type of mindset.”
“But if you feel that the company actually values your work and who you are, then I think a lot of people would be more willing to go work for those types of companies and would definitely be more willing to stay.”
5. Invest in technology to empower employees
The right tech can streamline processes and give you an edge over the competition. In the world of remote and hybrid working, tech is crucial.
Oracle noted that Gen Z has grown up surrounded by technology and, therefore, may be naturally equipped to make use of systems in the workplace.
“They are innovative co-workers, and they are seeking new technology,” said Mr Bakhsheshy.
“If you have the same software system that they used a year ago, two years ago, they’re going to turn around and say, ‘I want more advanced software, I want more advanced hardware.’”
6. Rethink job listings and recruiting channels
Taking the time to be innovative in your recruitment can make a difference in the talent you attract.
Oracle said that employers might benefit by discussing benefits, career progression, and even the breakdown of a typical workday in order to give candidates as much information as possible. This could be the difference between someone applying or continuing to scroll.
Furthermore, many Gen Z workers are entering the workforce. Being realistic about requirements can open up talent pools, as many won’t have real-world experience.
Utilising places that will get job ads seen is also important, as the internet will have more outreach than the local newspaper.
7. Offer as much autonomy as possible
Micromanagement can deter people from a role. Giving trust can help employers gain trust.
Oracle said: “Businesses must fight the urge to keep fresh college grads on a short leash just because they have limited experience. Sure, they may need more guidance and attention early on, but monitoring their every move will only lead to unhappy employees and turnover.”
8. Provide mental health resources
Oracle highlighted that Gen Z has higher rates of anxiety and depression than other generations.
Mr Bakhsheshy said: “This generation is constantly worried, and mental health is going to be the number one issue that this generation is going to deal with.”
Providing benefits such as wellness days or employee counselling can be a great way to maintain workers’ wellbeing and show staff that you genuinely care about their mental health.
To read Oracle’s full 8 Ways CFOs Can Win the Gen Z Talent War, click here.
Jack Campbell
Jack is the editor at HR Leader.
