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Organizations of all shapes and sizes are facing a newfound imperative to effectively recruit the up-and-coming talent pool knows as Generation Z (Gen Z). Companies are quickly realizing that Gen Z (the pre-teens and teens born roughly between 1996 and 2010) constitute a rare and distinct breed of employee. This demographic has unique values, priorities, and work outlooks as compared to Millennials. The question at hand–how do organizations effectively recruit this new modern-minded worker, estimated to represent 75% of the workforce by 2030?

Commit to a Social Ethos

Gen Z cares about our society and planet. They want to make their mark, in part, by making our society better than past generations have managed to do. According to a 2017 survey by Cone Communications, 94% of Gen Z believes companies ought to address social and environmental issues (as compared to only 87% of Millennials, and only 86% of the general population). In fact, according to a 2015 research report from Robert Half Inc, 30% of Gen Z are willing to take a 10-20% pay cut if it means they are able to work towards a mission they care about.

To attract Gen Z, companies must emphasize corporate social responsibility (CSR). This tends to entail a shift in priorities in terms of developing and promoting a CSR strategy. Recognizing that this mission-critical, companies such as IBM, Google, Johnson &amp; Johnson, and Netflix have already doubled down on their CSR programs. Google, for example, allows its workers to devote up to 20 hours of work time to volunteer efforts each year and awards $50 grants to nonprofit organizations for every five hours that a Googler spends volunteering for a particular organization.

Develop Mental Health Support Systems

Gen Z grew up tethered to tech gadgets and to social media. They’ve spent more time glued to their screens and less time outdoors socializing and developing a social support system than their Millennial predecessors. Although more research needs to be carried out on the subject, initial research points to the fact that Gen Z is more likely to experience depression and entertain suicidal thoughts compared to previous generations.

Gen Z will be partial to employers that offer strong mental support services to their employees. According toresearch by Lovell Corporation, while Millennials are more likely to prioritize employability supports (education, training, and career support, for example), Gen Z is more likely to gravitate towards mental health support.

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shutterstock

Customer Service

Organizations of all shapes and sizes are facing a newfound imperative to effectively recruit the up-and-coming talent pool knows as Generation Z (Gen Z). Companies are quickly realizing that Gen Z (the pre-teens and teens born roughly between 1996 and 2010) constitute a rare and distinct breed of employee. This demographic has unique values, priorities, and work outlooks as compared to Millennials. The question at hand–how do organizations effectively recruit this new modern-minded worker, estimated to represent 75% of the workforce by 2030?

Commit to a Social Ethos

Gen Z cares about our society and planet. They want to make their mark, in part, by making our society better than past generations have managed to do. According to a 2017 survey by Cone Communications, 94% of Gen Z believes companies ought to address social and environmental issues (as compared to only 87% of Millennials, and only 86% of the general population). In fact, according to a 2015 research report from Robert Half Inc, 30% of Gen Z are willing to take a 10-20% pay cut if it means they are able to work towards a mission they care about.

To attract Gen Z, companies must emphasize corporate social responsibility (CSR). This tends to entail a shift in priorities in terms of developing and promoting a CSR strategy. Recognizing that this mission-critical, companies such as IBM, Google, Johnson & Johnson, and Netflix have already doubled down on their CSR programs. Google, for example, allows its workers to devote up to 20 hours of work time to volunteer efforts each year and awards $50 grants to nonprofit organizations for every five hours that a Googler spends volunteering for a particular organization.

Develop Mental Health Support Systems

Gen Z grew up tethered to tech gadgets and to social media. They’ve spent more time glued to their screens and less time outdoors socializing and developing a social support system than their Millennial predecessors. Although more research needs to be carried out on the subject, initial research points to the fact that Gen Z is more likely to experience depression and entertain suicidal thoughts compared to previous generations.

Gen Z will be partial to employers that offer strong mental support services to their employees. According toresearch by Lovell Corporation, while Millennials are more likely to prioritize employability supports (education, training, and career support, for example), Gen Z is more likely to gravitate towards mental health support.

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