Important notice - We are aware of a scam where people are impersonating CMD Recruitment to offer jobs via WhatsApp & Telegram. This is a scam, CMD Recruitment will never contact new candidates via these methods. Any legitmate offer from CMD Recruitment would be made via a telephone call.
May 2, 2025
They haven’t been in the workforce for long, but Gen Z is already turning things upside down. They’re responsible for scary workplace trends such as “quiet quitting”, which refers to employees gradually scaling back their contributions and continuing to collect a pay cheque, rather than quitting and finding a new job.
They’re also known for “ghosting” employers, which is when an employee is offered a job and simply never shows up for work, without any explanation.
While the Millenials before them were keen to follow a well-trodden path and uphold some semblance of the status quo, Gen Z are not interested in playing by anyone else’s rules. So, how can employers attract these workers, ensure they’ll actually show up on their first day, and then keep them engaged?
Gen Z refers to anyone born between 1996 and 2010, so they are currently aged between 15 and 29. Perhaps the biggest defining factor of this age group is that they are digital natives. Since childhood, they have grown up with the internet, social media, smartphones and all of the good and bad that goes with it.
They don’t know about things like dial up internet, AOL or fax machines. They typically hate to pick up the phone and make a call. And if you call them, they’ll ignore it and wait for you to send a text. And don’t bother to leave a voicemail, as they probably don’t even know how to check it.
While they might lack some of the competencies that have become standard practice in most modern offices, there are also some ways in which this generation will excel. As digital natives, they adapt to new technology quickly.
They are also highly sensitive to the needs and requirements of others. They recognise that neurodivergent ways of thinking don’t have to be a weakness, but can be utilised as a superpower.
With this information in mind, let’s look at some of the ways employers can attract and engage these workers.
If there’s one thing you need to know about this generation, it’s that they don’t want to waste their time. If your application process is a form that requests all of the same information available on their CV, you can expect them to skip.
Make it easy to apply but introducing one-click applications. A short note and a CV should be all you need to create a short list. You can also expand the way candidates apply. Those who identify as neurodivergent may find it easier to apply with an introductory video, or by submitting a portfolio. The important thing is to recognise the difference in candidates and to give them a choice.
Are your working hours 9-5 because this is when you need people to be in the office to respond to customer enquiries? Or is this an outdated habit that no longer needs to be observed? Gen Z can see through these practices and aren’t afraid to say when something is unnecessary or a waste of their time.
By setting expectations and what is required of workers, you can move away from supervising employees based on attendance and start assessing them based on output. Be clear about what is expected, and then give them the space to deliver this in the way that works best for them. Supervision of their output and KPIs will help to determine if they are using their time effectively.
Disputes in the workplace between Gen Z and older generations arise when Gen Z are pushed to follow processes that they know they can improve. Unless there is a very good reason to do tasks a certain way, it’s important to give Gen Z workers the trust to improve on how things are done.
Listen to their insight and look at how their use of technology might already outpace what you are doing across the organisation. While new technology should always be adapted with caution, there are some obvious ways that their digital expertise could be put to use.
Change can be daunting, particularly when older generations are having to relearn processes they might have been doing for years. But this is what progress looks like. Boomers experienced the same thing when Millennials entered the workforce and brought social media with them.
They might seem like a world apart from the generation before them, but the challenges that Gen Z bring are no different to any other generational shift. One thing that is worth noting about Gen Z is that they aren’t afraid to talk about salary or to ask for more money. Be prepared for frank and open conversations about their pay and future promotions, and be prepared for them to walk if they aren’t offered what they believe they are worth.
Back to Blog
