As we kick-off 2024, the charity and not-for-profit sector will look to a new rising pool of talent and tap into the energy and innovation that Gen Z offers. Here are 6 top tips to attract, engage and retain Gen Z talent.

1. Provide clear development opportunities for their career

Career development opportunities are often a higher priority than salary for Gen Z. Organisations must be able to transmit both in person and online that they are invested in long-term learning and development opportunities to ensure they appeal to this cohort of candidates.  

2. Create an inclusive work culture

Gen Z was born into an increasingly diverse and inclusive world. The workplace environment is an essential aspect of attracting this raft of talent as they place a high value on diversity and representation in the workplace. Your organisation must be able to show that it prioritises diversity and inclusivity and has built an intentional, welcoming culture to attract Gen Z.

3. Implement efficient time management.

Once Gen Z has been attracted to an organisation, they must be retained through tangible support. This could be coaching on time management or equipping them with online tools such as Monday.com or Trello to help them. They will feel the pressure to prove themselves and it is important to instil the value of taking breaks to reduce stress and stimulate creativity. Organisations must also support Gen Z by setting boundaries and managing workloads as they may lack the confidence to say no and be challenged by the fear of missing out.

4. Make well-being a priority

Gen Z more than any other generation places significant importance on their well-being. They will actively seek organisations that will offer support and resources to manage mental health. They will look for a workplace culture that is people-centred and prioritises well-being.

5. Invest in technology

This is the first generation that has grown up entirely in the digital age. The desire for instant connectivity and expectation for digital tools and platforms in their workplace means organisations must cater for these preferences. Gen Z are acutely aware that technology aids efficiency and their appetite for innovation, plus their technological competency is something that can be leveraged.

6. Consider how you list jobs

We must consider when attracting Gen Z talent that there may be language that causes them to rule themselves out of vacancies. Asking for three years of experience for entry-level positions when targeting individuals starting in their careers can significantly narrow the field. It may be more fruitful and inclusive to prioritise skills, and experience outside of the workplace such as youth work, volunteering, sports or clubs.

Mentoring future leaders

Gen Z will expect a connection with them on a deeper level than previous generations and a mentor who is aligned with their values and individual career journey. Whilst this relationship takes place in a professional capacity, to successfully mentor Gen Z, it must be evident that you care about their unique needs and goals. Active listening will be critical as well as acknowledging this is a cohort of employees who need to understand the meaning and the “why” behind their development. If we lay the foundations well, however, there is an opportunity to mentor and develop Gen Z into the leaders of the future.