May 16, 2019
Employers need to better understand the needs of younger candidates, particularly that of flexible working, says Gartner, after its latest Global Labor Market Survey claims that a rise in Gen Z candidate’s regrets is leading to high turnover, low engagement and low productivity. According to the survey, 40 percent of Gen Z respondents reported that they would not repeat their decision to accept the job offer they had accepted and only 51 percent said they could see themselves having a long career at their organisation. More than one-third of candidates who regret their decision intend to leave their position within 12 months.
“To address this increase in candidate regret — and stem the ensuing issues with underperforming talent and/or high turnover — organizations need to better understand what Generation Z candidates want,” said Lauren Smith, vice president of Gartner’s HR practice.
As digital natives, Gen Z candidates, those born from the mid-1990s to the early 2000s, understand that innovation and change are a constant. To ensure they are staying relevant as technology and business processes advance, Gen Z workers are keen to leverage various types of development opportunities, from training programs and boot camps to continuing education. Data from Gartner’s Global Labor Market Survey found that in 2018, 23 percent of Gen Z candidates listed development opportunities as a top attraction driver, compared with only 17 percent of their millennial predecessors in 2013.
Along with development opportunities, Gen Z candidates expect flexibility in their work arrangements. In addition to the ability to work from any location, these workers believe work should accommodate play and play should be incorporated in work.
“With this latest crop of workforce entrants, we are seeing an increased focus on work-life integration and the ability to pursue interests simultaneously both in and out of the workplace,” said Smith.
Along with development opportunities, Gen Z candidates expect flexibility in their work arrangements.
Compensation is no longer a guaranteed method for keeping the young workforce in seat, according to Gartner. In 2018, 38 percent of Generation Z candidates said that they would leave a job because of compensation, compared with 41 percent of millennials in 2013.
Gen Z candidates also differ from their millennial predecessors on seeking a defined career path. According to data from Gartner’s Global Labor Market Survey, in 2018, only 25 percent of Gen Z candidates listed future career opportunities as a top attraction driver when considering a job; in 2014, 34 percent of millennials felt the same way.