{"id":1540,"date":"2019-03-05T13:12:17","date_gmt":"2019-03-05T17:12:17","guid":{"rendered":"https:\/\/solutionsreview.com\/talent-management\/?p=1540"},"modified":"2019-07-05T12:18:46","modified_gmt":"2019-07-05T16:18:46","slug":"3-tips-for-attracting-and-retaining-the-gen-z-workforce","status":"publish","type":"post","link":"https:\/\/solutionsreview.com\/talent-management\/2019\/03\/05\/3-tips-for-attracting-and-retaining-the-gen-z-workforce\/","title":{"rendered":"3 Tips for Attracting and Retaining the Gen Z Workforce"},"content":{"rendered":"

\"3<\/p>\n

Written by Chris Amani, CEO, Humanity<\/em><\/p>\n

Generation Z \u2013 those 2.5 billion people born between the mid-1990s and the mid-2000s \u2013 are about to turn the HCM (Human Capital Management)<\/a> profession on its head. With most of them in or entering their 20s in the next several years, they\u2019re fast becoming a significant portion of the total workforce pool. More importantly, they are poised to have a disproportionate and lasting impact on virtually every corporate HCM process<\/a>, none more significant than on dynamic workforce scheduling which is at the heart of organizational profitability, productivity, and employee retention.<\/p>\n

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\"Download<\/a><\/p>\n<\/div>\n\t\t<\/div><\/div>\n

Gen Z is the first wave of employees who\u2019ve never lived without digital technology. Dubbed \u201cdigital natives,\u201d their digital experience began at birth. They\u2019ve never lived without the Internet, Wi-Fi, mobile phones, social media, GPS, ride-sharing, and virtually every other aspect of today\u2019s ubiquitous digital lifestyle. Generation Z represents a new class of digital citizens.<\/p>\n

Companies that are quick to integrate new systems and adapt to new processes<\/a> that align with Gen Z priorities stand to benefit dramatically. Those that don\u2019t will join a long list of time-past corporate roadkill \u2013 the Sears, Oldsmobiles and Howard Johnsons of a bygone era.<\/p>\n

This will be particularly critical in markets where the workforce is fluid, where certification and compliance issues regulate workforce management<\/a>, and in a situation where employees have multiple personal priorities, including family obligations, ongoing education, long commutes, and even multiple jobs. Hospitality, healthcare, retail, transportation, and a wide range of service industries are in the crosshairs.<\/p>\n

Successfully keeping a local, regional, national, and even global workforce that includes a significant portion of Gen Z employees scheduled \u2013 in place, engaged and on time \u2013 will require a change in mindset, and quite likely the addition of future-proofed new tools. Unfortunately, when it comes to dynamic shift scheduling, most of the leading horizontal HCM platforms<\/a> come up short in this regard.<\/p>\n

What\u2019s missing is an approach that integrates the Gen Z personality and can thrive in a generational mindset that operates differently than that of today\u2019s workforce. At Humanity<\/a>, where cloud-based, app-driven workforce shift scheduling is our sole focus, we believe that if your scheduling platform integrates the following three attributes you\u2019ll be successful at attracting and retaining a loyal Gen Z workforce:<\/p>\n

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  1. Mobile \u2013<\/strong> Today 95 percent of Gen Z owns a smartphone. But what\u2019s really important to understand is how they\u2019re using these devices. A recent Gen Z study<\/a> conducted by The Center for Generational Kinetics implies that this generation lives on smartphones. Therefore, businesses and recruiters need to adapt mobile interfaces to engage this new transforming workforce. Transitioning from an Excel sheet or hand-written schedules to cloud-based scheduling technology is an initial step to making it easier for businesses to seamlessly integrate staff scheduling platforms for the Gen Z workforce.<\/li>\n
  2. Sharing <\/strong>\u2013 Gen Z\u2019ers love to share. This is epitomized by the success of Uber and Lyft \u2013 Generation Z is far less concerned with car ownership than any generation since World War II. As shared mobility continues to grow, solutions like a cloud-based scheduling application can help employees directly share shift change and vacation requests from mobile devices. Being digital natives, not only does this appeal to the Gen Z workforce by allowing them to easily take control of their own schedules, but managers and supervisors also benefit with more time to focus on essential business operations instead of back-and-forth communications to manage shifts.<\/span><\/li>\n
  3. Flexibility <\/strong>\u2013 50 percent of Gen Z\u2019ers found flexibility as \u201cvery important\u201d when choosing to work for an organization, according to a recent <\/span>Deloitte survey<\/a>. Flexible working arrangements enhance the degree of employee loyalty. When scheduling is a simple and flexible process, talent attraction, retention and productivity are all bolstered, especially in industries where employees do not have fixed, standard or repetitive schedules. With advanced, data-driven scheduling, Gen Z\u2019ers can request to work additional hours, work specific times that match their schedules and put in vacation and time-off requests, all in one simple platform.<\/span><\/li>\n<\/ol>\n

    Generation Z brings a brand-new wave of talent as they enter the workforce,<\/a> so it is essential for employers to recognize the needs and motivations that drive them. By providing the tools that cater to their work styles, employers are not only gaining Gen Z interest, but also setting them up for success which can lead to long-lasting work relationships, and ultimately happier customers and an improved bottom line.<\/p>\n

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    Looking for more? Download our\u00a0<\/span>talent management buyers guide<\/a>\u00a0and check out the top-24 products available in the market with full page vendor profiles, key capabilities and questions to ask yourself and the vendor before purchasing a talent management solution. For those just starting the talent management software search process, this is truly the best resource to help get you going.<\/span><\/p>\n

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    And don’t forget to follow us on\u00a0Twitter<\/a>,\u00a0LinkedIn\u00a0<\/a>and\u00a0Facebook\u00a0<\/a>for all the latest in Work Tech space!<\/em><\/p>\n

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    \"Download<\/a><\/div>\n\t\t<\/div><\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

    Written by Chris Amani, CEO, Humanity Generation Z \u2013 those 2.5 billion people born between the mid-1990s and the mid-2000s \u2013 are about to turn the HCM (Human Capital Management) profession on its head. With most of them in or entering their 20s in the next several years, they\u2019re fast becoming a significant portion of […]<\/p>\n","protected":false},"author":34,"featured_media":1541,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[5],"tags":[406,96,374,168],"acf":[],"yoast_head":"\n3 Tips for Attracting and Retaining the Gen Z Workforce<\/title>\n<meta name=\"description\" content=\"Chris Amani, CEO, Humanity, provides us with how the workforce is shifting and 3 tips for attracting and retaining talent within the Gen Z workforce.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/solutionsreview.com\/talent-management\/2019\/03\/05\/3-tips-for-attracting-and-retaining-the-gen-z-workforce\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta 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