With job transitions being up 80% year-on-year among the Gen Z, organizations have been forced to put together a strategy to not only recruit but retain them in the workforce. Another huge reason for needing a strategy is Gen Z becoming a major force in the modern workforce. They would compose 30% of the workforce by 2030, which is up from 27% in 2025.
Where Gen Z Fits In
That said, organizations find it hard to integrate Gen Z into their employee base with 74% of hiring managers saying that Gen Z is the most difficult generation to deal with at the workplace. In addition, one in two hiring managers have struggled to connect with early-career employees. There are considered to be three major reasons for the Gen Z hiring gap – Changing workplaces in a post-COVID world, unnecessary friction at the workplace, and misaligned expectations between the employees and employers.
These early-career transitions for Gen Z affect organizations in more than one facet – time, money and their future. It takes 42 days to complete the recruitment process, nearly $22,000 per employee is spent to replace and early-career turnover and failure to hire Gen Z creates major gaps in an organization’s workforce. Therefore, a strategy is needed and 52% of the hiring managers agree mentioning that this early-career turnover could have been prevented.
By understanding Gen Z recruiting and retaining, organizations deepen their understanding of the forces shaping the future of work. Here are the five major actions that should be undertaken: Establish clear expectations, foster genuine transparency, offer workplace respect, nurture meaningful connections, and focus on intentional communications.
Bringing it All Together
Workplaces don’t just have the ability to engage and retain Gen Z’ers. They have the responsibility to build transparency, foster respect, and facilitate connections inside and outside the workplace.
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Source: Abode HR
