In a recent article titled, Gen Z Knows What It Wants From Employers And Employers Want Them, The New York Times reports that, “to tap into the creativity of younger workers, and to offset a labor shortage,” employers must “recognize that Gen Zers are looking for different things than other generations.” So, what exactly are Gen Z job seekers looking for? Read on to find out.

Work-Life Balance

In a recent article on the post-pandemic trend of “quiet quitting,” CNBC notes that employees are looking to strike a sustainable balance between work and their personal lives. While social media and Gen Z are the main drivers of this shift in perspective, workers of all generations are feeling empowered to take a stand.

Employers need to be receptive to this demand, including offering a flexible hybrid schedule. Citing the 2021-2022 State of Gen Z study by the Center for Generational Kinetics, Yahoo! Finance reports that most Gen Zers would not work five days a week in an office, and employers may have to “adjust their expectations” in order to both attract and retain young talent.

Salary and Perks

In today’s economy, salary remains a top consideration for Gen Z job seekers, and a great (or at least fair) offer is expected. Generous benefits are also in high demand, going beyond excellent health coverage and contributions to retirement accounts. To attract the best and the brightest of this rising cohort, employers must step up and meet their needs to stay viable.

Here are a few major perks that Gen Z employees desire:

• Leadership development opportunities
• Club memberships
• Four-day work weeks
• Options to work from anywhere
• The ability to bring their dogs to the office

Stability

Young professionals are not afraid to switch jobs, but they also crave stability. To attract and retain Gen Z employees, companies should align with their values, including prioritizing a diverse and inclusive workplace environment. According to the 2022 Deloitte survey, 37% of Gen Z and 36% of millennials said “they have rejected a job and/or assignment based on their personal ethics.”

Employers also need to show that they are invested in the future of these emerging leaders by offering:

• Mentorship
• Chances for career growth
• Pay increases
• Skill training
• Leadership development opportunities

With the number of Gen Z members in the global workforce expected to reach 87 million by 2030, providing stability, perks, and work-life balance is a must for employers. Tammy Dowley-Blackman Group has spent the past two decades delivering innovative and interactive approaches to leadership development for Gen Z through our multi-platform company, Looking Forward Lab, as well as providing comprehensive tools for those hiring and managing young professionals. Visit our website for more information, or contact us today!

Tammy Dowley-Blackman Group, LLC is a certified National Supplier Development Council Minority Business Enterprise (MBE), Small Business Administration (SBA) Woman Owned Small Business (WOSB), and Women’s Business Enterprise Network Council (WBENC) woman-owned company. The company is comprised of a suite of brands, including TDB Group Strategic Advisory, a management consulting firm, as well as Looking Forward Lab, which offers a full-service learning engagement model focused on Gen Z workplace development and support for their managers.