Generation Z candidates (those born from the mid-1990s to the early 2000s), like their millennial predecessors, grew up in an age dominated by knowledge work rather than industrial work. These digital natives have lived their entire lives surrounded by technology that makes life easier, or at least faster. If you want to appeal to an ambitious digitally dexterous Gen Z candidate, you’ll need to offer flexibility and development opportunities.
“In 2018, 40% of Gen Z candidates reported regretting taking their job”
“Employers who want to capitalize on the influx of Gen Z candidates into the labor market must consider how best to appeal to these individuals and reduce any desire they may have to seek alternative career opportunities,” says Lauren Smith, VP and Team Manager at Gartner.
