If you want to inspire young employees for your company, you need to know what is important to them and what matters to them at work.
Generation Z, born between the late 1990s and early 2010s, has different expectations of their working life than previous generations. They are looking for meaning in their work, a strong corporate culture and a good work-life balance. They also attach importance to companies offering scope for personal and professional development.
In order to compete as an employer for these young, qualified employees, companies need to adapt their approaches. It is not enough to simply place job advertisements. Companies need to adapt their strategies and create attractive framework conditions. This guide gives you practical tips and insights into how you can target young employees and attract them to your company.
1. Creating an attractive corporate culture - authenticity is key
Generation Z attaches great importance to finding a meaningful job and a corporate culture based on authenticity. Companies must therefore communicate more than just a vision – they must live their values in everyday life and make them tangible for employees.
Our recommendation:
Make sure that your corporate culture is not just promised on the careers page, but can also be felt in day-to-day practice. Invite potential applicants to “taster days” so that they can experience the atmosphere and talk to employees. This creates an authentic impression that builds trust.
A software company from Berlin, for example, relies on an “open door policy” in which all employees have direct access to managers. Regular meetings and open discussions about company goals promote transparent communication and strengthen the sense of belonging. This shows employees that their opinions count and that they can play an active role in shaping the company – an important prerequisite for good work.
2. Targeted employer branding - using the right channels
Generation Z is at home on social media. Companies need to be present where their target group is active and present their employer brand in an authentic and modern way. Short, entertaining videos in which employees present their day-to-day work not only generate a high reach, but also qualified applications.
Our recommendation:
Use platforms such as Instagram, TikTok and LinkedIn to reach young talent. Show authentic insights into everyday working life and let your employees have their say. Videos and visual content often have a stronger impact than text-only ads.
3. Optimize recruiting processes - the first impression counts
Generation Z has no patience for long and cumbersome application processes. A digitalized and efficient recruiting process is crucial for attracting and retaining the interest of young talent. This shows how companies can benefit from advancing digitalization.
Our recommendation:
Revise your recruiting process to make it as efficient and digital as possible. Use tools that enable fast communication and provide applicants with regular status updates. This will keep them motivated in the application process and make them feel valued.
An international software development company, for example, introduced a digital recruiting process in which applicants receive feedback within 48 hours. Video interviews and a digital platform where applicants can track the status of their application make the process transparent and fast.
4. Using digitalization - rethinking onboarding and development
Digitalization starts with recruiting and never ends – companies that want to retain young talent in the long term should use modern, digital solutions for onboarding, training and management development. A Learning Management System (LMS) can be a decisive help here.
An LMS can be used to design customized, interactive onboarding training courses that enable new employees to join the company quickly and in a fun way. Dynamic learning paths and content make the start exciting and encourage commitment. Especially for Generation Z, for whom continuous professional development is important, an LMS offers exactly that: flexible training that is accessible anytime and anywhere. Interactive formats such as videos, quizzes and webinars also support effective and motivating learning.
Our recommendation:
Rely on an LMS as an all-in-one solution to inspire young talent through innovative personnel development. Whether onboarding, further training or management development – create an attractive environment that promotes and retains young employees and opens up long-term prospects for them.
5. Establishing a modern leadership culture - from boss to mentor
The role of the manager has changed. Young talents expect more support than control from their superiors. A mentor-based management style that focuses on regular feedback and coaching is the key to success.
Our recommendation:
Train your managers to prepare them for the needs of Generation Z. They should be able to act as mentors and support their employees in their professional development. Regular, appreciative feedback is essential here.
Many companies rely on a “buddy system” in which new employees are assigned to an experienced mentor. This mentor not only supports employees in technical matters, but also helps with their personal and professional development. This system promotes loyalty to the company and significantly reduces the induction period.
6. Promoting personal responsibility and flexibility - trust as a success factor
Generation Z is not looking for strict instructions, but for an environment in which they can work creatively and take responsibility. A high degree of personal responsibility promotes personal development and leads to better results.
Our recommendation:
Create scope for independent work. This can be done by introducing project teams or assigning individual responsibility for certain tasks. Avoid micromanagement and trust that your young employees are capable of finding solutions independently.
A well-known financial services provider, for example, introduced an internal innovation program in which young employees can develop and implement their own projects. This gives them the opportunity to test new ideas and develop their leadership skills. Some of these projects even lead to the introduction of new services later on.
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7. Bringing work-life balance into focus - more than just a buzzword
For Gen Z, work-life balance is essential. This means not only flexible working hours, but also a culture that actively promotes relaxation in order to improve the work-life balance.
Our recommendation:
Rethink rigid working time models. Create flexible and individual solutions that allow your employees to balance work and private life. This can also include the introduction of sabbaticals or the option of taking unpaid leave.
A medium-sized company in the e-commerce sector introduced a “no-meeting-Friday” rule in which no meetings are held on Fridays to give employees the opportunity to complete their work flexibly and without interruptions. This creates more freedom for personal organization and a more relaxed start to the weekend.
8. Establishing hybrid working models - actively using the digital world of work
The coronavirus pandemic has shown that home office models are not only possible, but often even more productive. Many young professionals want the flexibility of being able to work from anywhere.
Our recommendation:
Offer hybrid working models that are tailored to the individual needs of your employees. Also provide a robust digital infrastructure that makes it possible to work smoothly from home or on the move.
A start-up in the tech sector, for example, works according to the 3+2 model: three days in the office and two days working from home – depending on employee preference. A home office equipment allowance has also been introduced to ensure that all employees have the equipment they need to work efficiently at their own workplace.
How to win over Generation Z in the long term
Generation Z is looking for meaning in their work, flexibility and a modern work culture. Companies that understand these requirements and implement them in their recruiting and work processes have the best chance of attracting young, qualified employees and retaining them in the long term. An authentic corporate culture, modern management concepts and the promotion of personal responsibility and further training are key factors in motivating and inspiring Generation Z.
With the right impetus and a clear focus on the needs of this young generation, you can position yourself as an attractive employer and assert yourself in the competition for the best talent.
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