Masterclass ‘Gen Z in the workplace’

Randstad invited us to speak on their ‘Digital Morning Connection’. Had to teach them how to take a 0.5 selfie ofc. 💅

A new generation has arrived

Introducing Generation Z, born between 1997 and 2012 and also known as Zoomers, digital natives or the most diverse generation to this date. Or perhaps you might recognize them from entering the office at 9:25am carrying a vanilla iced matcha latte. But stereotypes aside - what other dynamics do they bring to the workplace? 

The 25-year-old founders of youth communication agency CHOO CHOO, Dagmar De Munter and Claire Govaerts, shared their hot takes on recruiting and retaining this generation in Randstad latest Digital Morning Connection. Because even Boomers and Gen Z’s can become besties, no cap. 

Where to be present as a company

When it comes to recruiting Gen Z, job fairs remain relevant as this online generation still prefers asking questions in person. If not for these job fairs, the only moment to do so is the job interview - when there are of course strings attached. 👉👈

In terms of online presence, make sure you preach what you practice in the form of the company values on your website. Gen Z looks to connect with your organization on a personal level. Your cause is their ‘why’. ✅

And you were probably waiting for this one: around 65% of Belgian youth use social media to search for jobs (Randstad, 2023). LinkedIn, Instagram, and TikTok each play a distinct role in their job hunt. LinkedIn is used primarily for networking and checking the professional image and achievements of companies. Instagram offers a behind-the-scenes look at company culture, helping young jobseekers assess if they’d fit in. TikTok, meanwhile, is used by companies to break away from the corporate tone of voice and is the channel of choice to translate your company to a younger audience. 

What (not) to do in vacancies

Let’s be honest, at least 3 years of experience for a junior profile is not realistic. Meanwhile, you could scare away top Gen Z candidates who have the skills but don't feel addressed by your vacancy. 🧟‍♂️ How about you let a colleague with the same job write the job description to make it more relatable and authentic? ✍️

Gen Z also tends to avoid companies that come across as egocentric or put all the pressure on the candidate to "prove" they’ll fit in. Mind you: it's not just Gen Z applying and trying to prove themselves to you. It's also your company that needs to prove itself to Gen Z. 🔛

During the job interview 

As a company, you’re of course thinking long-term. Young graduates on the verge of entering their first job, however, are fixated on surviving their first days on the work floor. Coming straight from school, many youngsters feel like they don’t yet own any real skills. Therefore, make sure to point out what on-the-job support you’ll be offering them during their first days. Just your reassurance might win them over already. 🫶

Oh, and never ever ghost them. 👻 They deserve an answer after taking the time to apply for a job at your company. Receiving a ‘no’ is still a hundred times better than never hearing from you again. That hurts when you were dating, but even more so when you were hoping for a new career.

Gen Z’s workplace values 

Yeah, we know. Boomers extremely value punctuality. Most of Gen Z’s not so much. But besides coming into work late carrying an iced matcha latte, what do we value in our work? Since 1 in 4 workers aged 18 to 34 already report experiencing burnout symptoms, Gen Z really feels the need to prioritize their mental health by setting boundaries (TNO, 2023). 🫷 By doing so, they strive towards a healthy work-vibe balance. Unlike our parents, we work to live instead of living to work. Gen Z rejects overwork culture and favors jobs that offer flexible hours and the option to work remotely. They also seek transparency, frequent feedback (although they don’t yet dare to ask for this themselves - so make sure to plan feedback sessions proactively), and short-term career growth opportunities. 

Retaining Gen Z 

This generation is known for their tendency to change jobs faster than previous generations, a phenomenon often referred to as ‘job hopping’. This is because they are strongly focused on personal growth, their mental health and finding meaning in their work. Once they feel their job is no longer in balance with their expectations, they move on to a new challenge. 👀 CHOO CHOO’s two best tips to open up the dialogue and retain your youngest employees: ☝️ Create a job bucketlist together to show them that their challenge with you has not yet reached its end point. ✌ Remember that staying late shouldn’t be a goal as such. If the contract doesn’t mention working until at least 6pm, they aren’t obliged to do so. Exchange expectations and don’t forget to also include the older generations to address potential frustrations in time. 

Is your company in need of a youth check? Don’t miss the train & reach out to us via hello@choochoo.be.