EFMP Partner, PSfm recognizes the challenges that come with hiring and retaining Generation Z employees, also known as digital natives, in today's workforce. This unique group of employees has different expectations, communication styles, and a strong sense of social responsibility that requires a different approach from employers.

To address these challenges, PSfm use recruitment platforms that appeal to Gen Z's desire for authenticity, community, and privacy. For instance, the Be-Excellent platform allows employees to share job opportunities through WhatsApp messages and receive BE-coins if a contact is hired. Meanwhile, the Recruitee platform ensures visibility on multiple social media channels, and all inquiries are answered and dealt with within the social media platform.

Typically to appeal to Gen Z employers need to offer flexible working hours, regular feedback, and a strong commitment to social responsibility. Communication should also be adapted to the needs of Gen Z employees, who communicate differently than previous generations.      

Hiring Gen Z employees can be a challenging task for many employers, as this generation of workers have grown up in a world that is vastly different from their predecessors. As digital natives, they are more comfortable with technology and social media than any other generation before them. As such, they bring with them a unique set of expectations and challenges that must be addressed by employers.

One of the most significant challenges in hiring Gen Z is their short attention span. They have grown up in an era of instant gratification, where they are used to getting everything quickly. As a result, they tend to have a shorter attention span and are not willing to spend a lot of time on job applications or interviews. Employers need to make their job descriptions and application processes short and to the point to keep Gen Z candidates engaged.

Another challenge with Gen Z employees is their need for feedback. They want to know how they are doing, and they want to receive regular feedback from their employers. This can be a challenge for employers who are not used to providing regular feedback. Employers need to be prepared to provide constructive feedback regularly to help Gen Z employees grow and develop.

Gen Z employees also communicate differently compared to previous generations. They are used to communicating through social media and text messages, which can be challenging for employers who are not used to this communication style. Employers need to be prepared to communicate with Gen Z employees through different channels, including social media and instant messaging. Gen Z is drawn to social media platforms that prioritise real-time communication and unfiltered content, such as Snapchat and TikTok. These platforms allow them to express themselves in a way that feels authentic and genuine.

Furthermore, Gen Z employees have a strong sense of social responsibility, and they want to work for companies that share their values. They are more likely to be attracted to companies that have a strong social and environmental conscience. Employers who cannot demonstrate a commitment to social responsibility may find it challenging to attract Gen Z employees.

Lastly, the work-life balance is a significant concern for Gen Z employees. They want flexible working hours, preferably not working more than three days a week, and remote working is a must. They seek a sense of purpose in their work, and employers who cannot offer these benefits may find it challenging to attract and retain Gen Z employees.

Employers like PSfm, who want to build a strong and productive workforce that will help them achieve their business goals, understand the unique challenges that come with hiring and retaining Generation Z employees. By offering the benefits they seek and adapting communication to their preferences, they are in a position to attract and retain this group of talented employees.