Generation Z has always been a force to reckon with, but now they’re coming of age and joining the workforce. And as thousands of Baby Boomers reach retirement age each day, there has been a seismic shift in the composition of the workforce — as well as in the expectations of what employers provide in terms of not only salary, benefits, and perks, but also culture, support, and the workplace itself.
With uncertain economic conditions — including talk of a recession — and student loan debt payments restarting after a three-year pause, Gen Z isn’t necessarily engaging in work the same as other generations. They seek stability, of course. They also prioritize earnings but are entering into the employer-employee relationship with a bit of skepticism. They don’t really trust big business, believing that corporations aren’t making a positive impact on society, at least not to the degree they should.
What’s more, expectations are all but set for what work will look like for this cohort. Unlike most workers of other ages, Gen Z accepts that artificial intelligence will be part of their jobs. They’re also weighing flexibility, growth opportunities, and mental health resources prior to even applying for roles. Companies will need to keep pace with this generation’s demands if they ever want to understand what motivates Gen Z in the workplace and recruit these workers.
See the full guest-contributed article in CEOWORLD Magazine for 6 strategies for recruiting Gen Z workers.
Guest-contributed article written by: Tania Fiero, Chief Human Resources Officer at IES
Tania Fiero is the chief HR officer of Innovative Employee Solutions (IES), a provider of remote and contingent workforce solutions, specializing in global employer of record, agent of record, and independent contractor compliance services in 150+ countries. Founded in 1974, IES is a woman-owned business, is certified by the WBENC, and partners with companies to provide compliant employment solutions that empower people’s lives.
