Generation Z (Gen Z) is comprised of those born between the late 1990s and early 2010s, and they are the newest talent pool that litigation support service providers can tap for hiring. This begs the question: do you know what matters to them? This article highlights Gen Z’s unique preferences and expectations in the workplace that hiring managers should consider for proper candidate job fit. It emphasizes the importance of mentorship, professional development opportunities, and work-life balance in engaging this generation of professionals so you can be the employer of choice.
Think back to when you first entered the corporate world. Likely, you were determined, ready to learn, and a little more nervous than you were willing to admit. Now, a new generation of professionals is facing that same range of emotions as they enter the workforce, a world celebrating innovation and change.
So, what matters to them?
If you base your opinion on the media, you’ll think Gen Z asks for too much, does too little, and doesn’t want to pay their dues, or respect those who have. You may also think they say “like” too much and that they’re always looking at their phones. Fair enough. And while some of this generation won’t be able to break the “snowflake” stereotype, most of them desire the same as you – a workplace that has good people and does good work.
As a member of Gen Z myself, here are 5 tips you might consider to help you appeal to these new workforce entrants so you can have your pick of the best Gen Z candidates.
Tip 1: Know What Gen Z Values and Prefers
Gen Z seeks meaningful work that aligns with their values and allows them to positively impact society. Highlighting value-based work is important, whether that’s sharing your company’s values and culture or emphasizing how your company benefits your industry.
Maybe neither option works for your business, but that’s okay! Those are just a couple of the many ways you can appeal to Gen Z candidates. The important thing is that you emphasize the purpose of the work that Generation Z would be doing.
Tip 2: Entice with Innovation
Most people with smartphones are glued to their phone, and that includes young adults. The truth is, that’s probably because that’s all they’ve ever known. Gen Z was raised with the internet. And according to Insider Intelligence, the average Gen Z individual received their first smartphone just before twelve years old!
What does this have to do with you as a litigation support service provider? Gen Z is tech-savvy and embraces innovation. They want to know that the company they’re working for is too! They are drawn to companies that leverage technology to enhance work processes and to create a modern work environment. To have your pick of the best of the best, you’ll have to show up as your best too. Where is your litigation support service company on the technology adoption curve? Innovators and early adopters or laggards?
Tip 3: Care about Culture
Generation Z cares about company culture. Company culture might seem like a buzzword to most, but to Gen Z, it can impact their employment choices. Raised in the digital age, they prioritize companies with strong social awareness that foster an environment of inclusivity, collaboration, and diversity.
This might appear like they are asking for too much. But the reality is that Gen Z just wants to be treated with respect and see those around them treated that way too. Gen Z’s need for authenticity causes them to evaluate potential employers carefully and consider what environment genuinely prioritizes diversity, sustainability, and the well-being of their employees.
Tip 4: Be Transparent
If you’ve watched the news in the last decade, you’ll know that the media has exposed various injustices, including pay disparity and a lack of pay transparency. With early access to the internet, Gen Z grew up hearing about the lack of pay transparency and wanted to be the ones to change that.
You may think, “Well, we didn’t have those things, and we turned out just fine, so why should they?” The answer? Earlier generations taught us better. Yep, that’s right! TikTok, Facebook, and LinkedIn are filled with Millennials and Generation X’ers championing Gen Z to demand transparency from employers, whether that was sharing salary ranges or access to equal pay. And legislators are taking notice and acting. California’s Transparency Act 2023 compels employers to disclose salary ranges in job postings.
Tip 5: Provide Empowerment and Learning Opportunities
Generation Z is green to the corporate world and being new to an industry can be daunting. Not only do they want to impress those they work for, but they also want to become the best candidate for the job. Fostering a culture of skill enhancement and knowledge sharing is essential to attract the ideal Gen Z candidate.
The Bottom Line
Make no mistake: Gen Z doesn’t need to be coddled, but offering mentorship, professional development opportunities, and work-life balance in engaging this generation of professionals will set your company apart when hiring.
So, do you know what matters to this generation? If you’ve gotten this far, now you do, and, you’re on the right track. Follow these tips and you’ll be sure to see a difference in the Gen Z talent you attract.