To help you better understand how to attract and retain Gen Z candidates, we reached out to experienced HR professionals and leaders for their insights. From embracing diversity and inclusion to prioritizing flexibility and remote work, here are the top five strategies shared by the experts.

Embrace Diversity and Inclusion

Gen Z candidates, deeply influenced by media and internet culture, place a significant emphasis on diversity and inclusion in the workplace. They actively seek out companies that offer equal opportunities and foster an inclusive environment for everyone.

By embracing diversity, you not only attract and retain top Gen Z talent but also cultivate a vibrant mix of perspectives, experiences, and ideas. Implementing initiatives such as diverse hiring practices, employee resource groups, inclusive policies, and comprehensive diversity training demonstrates your unwavering commitment to creating a workplace where Gen Z candidates feel respected, valued, and empowered.

Geoffrey Scott, Content Manager and Certified Professional Resume Writer (CRPW), Resume Genius

Leverage TikTok for Company Culture

TikTok may sound like an obvious answer, however, it’s actually an incredible way to showcase the people behind your business and really outline the benefits of the culture your workplace has cultivated.

Even if you’re not actively hiring via TikTok, it’s not uncommon for businesses to receive applications by portraying their “fun” and “human” side in relation to the culture of the workplace, as this naturally positions the company as a desirable, modern place to work.

Tracey Beveridge, HR Director, Personnel Checks

Offer Growth and Development Opportunities

Beginning with the initial click on the company’s website career page and throughout the entirety of the recruitment process, it needs to be apparent to Gen Z candidates that their potential new employer is heavily invested in the continued growth and development of its workforce. Many job seekers will give up instant gratification for the potential of long-term gain.

Once an employee is successfully integrated as part of the team, it’s important for their new company to practice what they preach. Gen Z workers will not stick around for long if their employer fails to deliver on the growth opportunities that were initially promised.

Thomas Hughes, Human Resources Consultant, Red Clover

Provide Transparency, Mentorship, and Security

I think companies have been going about this all wrong. Through the last 15 years of pet insurance, pizza parties, co-working spaces, perks, unlimited PTO, remote work, etc., there still appears to be the issue of attracting Gen Z workers and retaining them.

I think Gen Z grew up in a challenging world. They were toddlers when 9/11 happened and then became the first workforce to be raised on mobile phones, social media, and the Internet.

If you want to attract people who have pretty much dealt with lunacy since childhood, offer them three things:

  • Transparency and trustworthy leadership
  • Mentorship
  • Stability and job security

Kristina Ramos, Reverse Recruiter, Find My Profession

Prioritize Flexibility and Remote Work

Gen Z’s thrive for a work culture that gives them flexibility. Especially after the pandemic and surge in remote jobs, it has become difficult to attract them for an on-site job. I have seen many employees choose a remote job over a comparatively higher-paying on-site job. So it is clear that you cannot attract them with money.

Moreover, in the past few years, the freelancing culture has skyrocketed, and candidates from technical as well as creative fields are directly dealing with national and international clients and earning more.

This is also causing them to lose interest in full-time on-site jobs. And since Gen Zs have a higher risk appetite, some are even switching from their full-time on-site job to remote or freelancing opportunities.

So this can be the solution for both attraction and retention of Gen Z candidates.

Sajna VM, Head of People and Customer Success, WebPipl