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    4 Career Tips for Gen Z Job Seekers and Employees

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    It’s rare to find a career-related blog or article today that doesn’t mention the Great Resignation in some shape or form. After 47 million American workers quit their jobs in 2021 with millions more following throughout 2022, 10.8 million U.S. job openings now remain, making it seem like a job seeker’s paradise. But as Gen Z transitions into the workforce, they do so not with optimism, but with uncertainty, anxiety, and feelings of unpreparedness. So why the disconnect?
    Despite a record number of job openings and seemingly unlimited opportunities, the workforce’s newest generation is plagued by doubt, consistently missing the on-ramp to the career highway where they can set their focus on cruise control. Considering how many bright young candidates are produced by top universities and internship programs, one has to wonder why so many feel unsure of themselves.
    Part of the reason may be that the job landscape has changed drastically in recent years – far faster than most educational or job training programs. If those with decades of work experience are having trouble adjusting, how can those with no work experience assimilate without a model or blueprint to follow? While there’s no clear-cut answer, there are some helpful insights that can point Gen Z job seekers and employees in the right direction. Here are a few career tips for our youngest generation of workers.
    We’re all new to this.
    As mentioned above, the job landscape has changed, and the post-pandemic workplace differs from the pre-pandemic workplace. As the first generation to start their careers post-pandemic, you have an advantage. Remote and hybrid work will be your norm, and Zoom will be your conference room. While the rest of us have struggled to adjust, it will be business as usual for you. This advantage will also come with disadvantages, as not all employers have figured out remote work, much less remote interviewing, hiring, and onboarding. However, once they do, you will be at home among several generations of tourists.
    It’s okay to spend your early career searching.
    Everyone knows a handful of people who had their career path mapped out from day one and achieved success quickly. But for many, there are several bumps in the road. Some employees are unsure of what path to follow early in their career. Some won’t discover their strengths until mid-career. Some will change jobs due to layoffs, and some will shift gears to follow their passion. It’s okay if your career takes you in a different direction than you had originally planned. Now is the perfect time to accept new challenges and discover new talents. Your goals may change, and experience will come with time. Remember that a successful career isn’t a race, and it may take several years and a few false starts to achieve.
    Prioritize employers that are willing to invest in you.
    Salary is important. So are benefits. But if these are the only things you prioritize in your career, you’ll likely be disappointed. A career is a journey, and hopefully a long one. In order to avoid disengagement and burnout, there must be progress and a record of achievement. Good employers will make this their mission, to identify and develop employees’ talents, provide training, learning, and growth opportunities, and celebrate workers’ accomplishments. Lesser employers will pay you for your work and consider that enough. Make sure to identify and target employers from the first group, and you’ll be glad you did, particularly after you’re no longer the youngest generation in the workforce.
    Networking and communication are essential.
    In the past century, the starting point for a job search has progressed from store windows to newspapers to online job boards to social media and online networking. As a result, a solid social network is helpful for a successful job search, and in some industries, it’s essential. Similarly, communication has always been considered a top soft skill sought by employers. Now that so many employees work in a remote or hybrid environment, communication skills are even more critical to building strong connections with coworkers and clients, and working effectively on distributed teams. Network with everyone, and prioritize clear and direct communication. There will never be a time in your career when both of these aren’t paramount to success.
    Every generation struggles to find its footing when transitioning from student to employee. However, Gen Z was thrown a curve ball when COVID-19 transformed the workforce just as they were entering. Now, they’re having to navigate employment with the same uncertainty that all first-time employees experience, while entering the new job landscape with the same apprehension that the rest of us have. But with these challenges comes opportunity; primarily, to be a part of the most significant shift the workforce has seen in the last century and help shape it. So a little advice for Gen Z job seekers and employees – it won’t be easy. (It never is for groundbreakers and trailblazers.) But the workforce is long overdue for some changes, and it’s a great time to be at the starting line. So go be great.
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      How to Produce Engaging Social Media for Gen Z Candidates

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      While it may be difficult to imagine the generation Z cohort succeeding millennials having a major impact on the workforce – with the majority still working their way through higher education and some having barely even left primary school – the reality is, that Gen Zs will make up 27% of teams by 2025.
      That’s why tapping into this talent pool, sooner rather than later, will be a key driver of cultural and commercial success for organizations of all shapes and sizes over the coming years. The question is, how?
      As digital natives who can’t recall a time on Earth without the internet, Gen Zs are undeniably tech-savvy, which is why social media will be a holy grail to help attract and recruit top-tier talent.
      Gone are the days of dry and colorless Indeed listings. Today, it’s all about injecting brand personality into every aspect of your comms, being omnipresent, and tapping into pain points with clear solutions.
      The reality is, that Gen Zs know what they want – and are willing to walk away if they don’t get it.
      Money-hungry recruitment rogues will tell you that the more you spend on your content, the more value you can drive – but that’s simply not the case.
      Gen Zs wants to feel valued
      It’s no secret that we’re operating in an employee-driven market. And with such fierce competition fuelling the race to get in front of jobseekers, demonstrating that you understand their needs and desires from the offset is crucial.
      In any workplace, Gen Zs want to be seen – both figuratively and literally – and the rising use of social media is only enhancing this expectation of employers. From team-building exercises and company events to shout-outs for individual achievements within your organization, consistently showcasing your people online will be a key driver to help pique the interest of prospective candidates.
      When it comes to recruitment ads, this element of value becomes increasingly important. Think of the listing itself as an opportunity to provide practical job information and hammer home on the prerequisites – think holiday allowances, retirement packages, flexible working policies, cultural initiatives, and more – but remember that the follow-up is equally, if not more, important.
      The reality is, that 17% of Gen Z applicants will want a job within a week of application. Let them know you want them, and do it fast.
      Omnipresence is key
      Don’t shy away from using a multi-channel approach. We already know that the threshold of communication requirements for this demographic is higher, so leveraging different platforms to make sure your brand is front-and-center is a must.
      But more importantly, make sure content is tailored appropriately to suit the style of each channel, so it doesn’t look like a lackluster copy-and-paste job.
      Not every person that stumbles across your comms will be actively looking for a new opportunity – and applying for a new role requires thought and consideration – but by increasing the exposure of your brand you have an opportunity to make a lasting impression on passive candidates too.
      If someone feels compelled enough by your content and your values truly resonate with them over a prolonged period of time, they might be inclined to seek out a position at your organization directly.
      Make it meaningful
      One of the most sought-after focuses for Gen Z jobseekers is an explicit focus on mental wellbeing – according to a recent survey by Employment 4 Students, 68% of 16-24-year-olds see this as a priority in the workplace.
      With this in mind, do you have the right support systems, resources, and initiatives available to meet these needs?
      We’re not talking about subtle nods to awareness days here, or half-hearted fundraising initiatives to help complete the charity champion tick-box exercise. Instead, efforts need to be focused, and they need to be consistently at the top of the agenda.
      One of the most effective and impactful things you can do as an employee to engage Gen Z jobseekers – and to have a positive impact on the world overall – is to promote a culture of acceptance. Create compelling content that not only celebrates open and honest conversations around mental health, but that shows you, as a company, see mental illness as no different from ailments such as cold and flu, sickness, or diabetes.
      Adopt a low-pressure approach through referrals
      When using social media to market your brand to Gen Z job seekers, it’s not just about public content, but more personal and private content too.
      According to data from talent acquisition experts, Yello, almost 62% of Gen Z job applications prefer to explore opportunities based on referrals. Let’s not forget that this cohort has always had access to the world’s information at their fingertips – they’re rightfully cynical and know not everything is always what it seems.
      By encouraging existing employees to share company content on their own profiles, and reaching out to prospective candidates via direct message, you’re able to make more trusted hires based on networks of people your teams already know, but slash budgets in the process.
      With a collective effort from individuals across the entire scope of your team, your current talent pool could be your company’s best asset when it comes to recruitment.
      Don’t forget that Gen Z jobseekers are big on feeling valued, too – and what says, ‘we want YOU!’ more than a direct outreach?
      It’s not Earth-shattering, this demographic is just more vocal about their needs. And that honesty is a real tonic in a recruitment landscape that’s uncertain in every sense of the word.
      By James Urquhart, Managing Director and Co-founder of Let’s Run Marketing.
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      The Future Workforce: How to Attract Gen Z Talent

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      By the year 2030, the number of Gen Z employees globally is expected to triple, meaning that those born between 1995 and 2015 will soon make up as much as 30 percent of the workforce worldwide.
      With increasing numbers of Gen Z joining the workforce, it is inevitable that they will play a vital role in shaping the world of work for decades to come. But the question remains around how this generation will change the fabric of workplaces – as this cohort will bring their own vision of what the new world of work should look like.
      LinkedIn data shows that those early in their careers are changing jobs nearly 40 percent more than last year, at more than double the rate of millennials. Just under three-quarters of these career starters attribute this to a career awakening, primarily brought about by the pandemic – with many reporting feeling bored, wanting a job that better aligns with their values, and craving a better work-life balance.
      This leaves employers and recruiters with a new challenge: how can they attract and retain this younger generation of workers in an increasingly competitive labor market?
      Gen Z wants flexibility, not necessarily remote
      It’s clear that to attract Gen Z talent, recruiters will need to understand what matters to them. The pandemic has clearly taught us that flexibility at work is not just a daydream – it’s an expectation. According to our data, Gen Z is the generation most likely to have left – or considered leaving – a job because their employer didn’t offer a feasible flexible work policy (72%), compared to 69% of millennials, 53% of Gen X, and 59% of boomers.
      But this doesn’t necessarily mean that career starters wish to be remote all of the time. Our research of 4,000 Gen Z (18–25-year-old) career starters in the UK, US, France, and Germany suggests that the vast majority (70%) want access to an office, preferring either a mix of office and remote working, or being in the office full-time, compared to just being fully remote.
      For recruiters, the key takeaway here is the importance of flexible working arrangements. That means recognizing the realities of people’s personal situations, including that they may not have an ideal set-up to work from home full-time. Offering flexibility isn’t just essential in attracting and retaining Gen Z talent, but it also represents a huge opportunity to make workplaces fairer, more inclusive, and more equitable. For example, our recent report found greater workplace flexibility could help open up new employment opportunities for 1.3 million people in the UK with disabilities, caring responsibilities, and those based in rural locations.
      Create a culture of continuous learning
      People aren’t just rethinking when, or where they work. But also why. Our recent Workplace Learning Report found that 76% of Gen Z employees cite learning as the key to a successful career. Our data also suggests that two-fifths would be willing to accept a pay cut of up to 5% of their salary for a role that offers better career growth.
      To attract Gen Z talent, companies can promote a culture of continuous learning and highlight the opportunities they’ll provide for career growth. Whether you’re facilitating mentorship opportunities or providing access to learning courses, all of these steps will go a long way to attracting and retaining those at the earliest stages of their careers.
      Remove the barriers of experience inflation
      Recruiters have a crucial role to play in helping their clients to advertise entry-level job roles appropriately. If you’re hiring at the entry-level, you need to ensure that your job postings are reflective of the level of experience career starters will have under their belt.
      Our data found that nearly a third of Gen Z job seekers say that the biggest hindrance they face is not knowing where to start. This is because more often than not, organizations label positions requiring three-plus years of experience as entry-level. This experience inflation is locking top talent out of applying for roles that they perceive themselves to be underqualified for. For example, based on our analysis of LinkedIn data from nearly 4 million jobs posted between December 2017 and August 2021, we found that employers required a minimum of three years of relevant work experience on 35% of their entry-level postings.
      It may seem advantageous to have experienced employees coming in at the entry-level, but companies could end up losing out on top talent in the long term. With Gen Z candidates becoming increasingly selective about the roles they apply for, it’s more important than ever for recruiters to be well-versed in an organization’s purpose, culture, and what makes it stand out. Job postings will not only need to reflect entry-level skills and organizational values, but they will also need to take a skills-based approach to ensure potential candidates aren’t being locked out of these opportunities.
      By Adam Hawkins, Head of Search and Staffing EMEA & LATAM, LinkedIn.
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      Why Social Anxiety May be Stopping Gen-Z Employees Making Friends

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      Attitudes and expectations in the workplace are changing in a number of ways. One of the most notable areas in which change is occurring is the topic of office relationships. As younger generations continue to fill a larger proportion of the workforce, they bring with them a new set of beliefs and judgments. This is […] More