Workforces are constantly shifting in demographics, and recruiters are taking on the newer generations. Now, with Gen Z taking the reigns as the newest wave of young professionals, managers must know how to get as much out of them as they can. They need to be able to cater towards their unique strengths.


Who are Generation Z?

This generation is made up of those who were born between 1997-2010 and have grown up on the newest technology. They’re well known for kickstarting a much more liberal way of thinking, opening the gates for businesses to become more diverse.

This is great for companies who’re looking for a more prominent place in the 21st century world of business. Embracing the younger generations will help to make sure their brand stays current.


How to Use Gen Z to Their Full Potential

Apply Technology:

Gen Z is one of the most comfortable generations with technology, as they’ve been at the forefront of it growing and adapting. This is something that businesses can learn to capitalise on, if they invest in the right type of technology. This can include things like collaborative project management software, highly efficient communication apps, and they can even provide equipment for them to use. There’s plenty of marketing tools and strategies that this generation will be experts on.

Although tech-savvy, Gen Z still need software that’s easy to use and have tools that focus on User Interface (UI) and User Experience (UX). Systems like itris 9 are perfect for the young workforce, which has been trialled, tested, and approved by the same generation.

Inclusivity and Diversity:

One of the best things about Gen-Z is their widely recognised passion for equality. Companies that prioritise creating a diverse workplace are bound to be the most attractive options for this generation to work at and retain their talent. This can all be done by encouraging open dialogue about diversity, equity, and inclusion, and implement policies that promote equality. A community where different perspectives are valued means that there’s more room for the talent to grow.

Provide Continuous Learning Opportunities:

Every company must provide some pathway of progression for its employees, and this tends to be one of Gen Z’s biggest values for working. Places that invest in training and development programs are bound to see a surge in interest from this younger generation, along with a lot more effort and motivation. Innovations like mentorship programs, online courses and consistent opportunities for skill growth will show that managers are just as invested in their employee’s growth, as they are in the company.

Purpose and Social Responsibility:

Companies that align their values with those of Gen Z will attract the top candidates for their roles. This can include being aware of world issues, and doing what they can to be supportive. Managers need to be understanding in generational differences, even down to language and current affairs. Showing sensitivity is a perfect way to demonstrate a business as being aligned. Engage your Gen Z employees in meaningful projects that contribute to a greater cause, demonstrating that their work goes beyond the bottom line.

Prioritise Flexibility:

A flexible workplace is something that’s become more common post-COVID, and it’s something highly commended by younger generations. By allowing flexibility and remote working options, employees can delegate their time better which can increase their success rate. With an increase in demand for healthier work-life balances, having a hybrid work environment will appeal to Gen Z especially.


Adapting to Generation Z’s preferences will help to draw out the most amount of potential, which can then be steadily flowed into companies. Although these aspects may seem minor, aligning the businesses with Gen Z’s values will prove beneficial to the growth and success of the company. If you can understand your workforce, they’ll understand how much they’re valued by you.

If you would like more advice on attracting and retaining top talent, benefits packages, or company culture, why not check out this recruitment blog, or this recruitment podcast episode.

Credit: Lily Meyers