Employing Gen Z has poised a significant challenge for organizations, as many companies struggle to connect with and maintain Gen Z employees. 1 in 2 hiring managers find it difficult to engage early-career workers. This problem will need to be addressed quickly, as Gen Z will soon make up a significant portion of the workforce. They will make up 27% of the global workforce by 2025 and 30% by 2030, and they are joining the workforce at an earlier age compared to previous generations.
However, there are several factors contributing to the challenges faced by organizations in recruiting and retaining Gen Z employees. Firstly, the COVID-19 pandemic and the subsequent economic impact disproportionately affected younger workers, leading to increased layoffs and furloughs among Gen Z individuals. This has created a sense of insecurity and reluctance to commit to a job offer.
Moreover, negative headlines and research findings about Gen Z workers have fueled unnecessary friction in the workplace. This has resulted in aggressive responses from both employers and employees, further straining relationships. Additionally, there is often a misalignment of career expectations between Gen Z employees and employers, leading to high turnover rates. It is projected that Gen Z will change jobs 10 or more times between the ages of 18 and 34.
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Source: Abode HR
