If you want to attract young employees to 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 seek meaning in their work, a solid corporate culture and an excellent work-life balance. They also attach importance to companies offering scope for personal and professional development.
Companies need to adapt their approaches to compete as an employer for these young, qualified employees. It is not enough to place job advertisements. Companies need to adapt their strategies and create attractive framework conditions. This guide gives you practical tips and insights on targeting young employees and attracting them to your company.
1. Create an attractive corporate culture - authenticity is key
Generation Z attaches great importance to finding meaningful work 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 everyday practice. Invite potential applicants to “taster days” to experience the atmosphere and talk to employees. This creates an authentic impression that builds trust.
For example, a software company from Berlin 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 essential prerequisite for good work.
2. Targeted employer branding - using the proper 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 authentically and modernly. Short, entertaining videos in which employees present their day-to-day work generate a high reach and qualified applications.
Our recommendation:
Rely on 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 - first impressions count
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:
Overhaul 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.
For example, an international software development company introduced a digital recruiting process where applicants receive feedback within 48 hours. Video interviews and a digital platform where applicants can track the status of their applications make the process transparent and fast.
4. Use digitalization - rethinking onboarding and development
igitalization 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 essential, an LMS offers 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. Establish 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 assists employees with technical issues and helps them with their personal and professional development. This system promotes loyalty to the company and significantly reduces the induction period.
6. Promote personal responsibility and flexibility - trust as a success factor
Generation Z is not looking for strict instructions but an environment where they can work creatively and take responsibility. A high degree of personal responsibility promotes personal development and leads to better results.
Our recommendation:
Create a 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.
For example, a well-known financial services provider introduced an internal innovation program where young employees can develop and implement their 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.
7. Focus on work-life balance - 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 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. Establish hybrid working models - actively using the digital world of work
The COVID-pandemic has shown that home office models are possible and often even more productive. Many young professionals want the flexibility of being able to work from anywhere.
Our recommendation:
Offer hybrid working models tailored to your employees’ individual needs. Also, ensure you have a robust digital infrastructure that enables employees to work smoothly from home or on the move.
For example, a start-up in the tech sector 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 was also introduced to ensure all employees have the equipment they need to work efficiently at their workstations.
Conclusion: 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 and retaining young, qualified employees in the long term. An authentic corporate culture, modern management concepts, 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.
Are you ready to revolutionize your HR development? Don’t hesitate to contact us via our contact form for a personal consultation.
