Gen Z

Salary, benefits, and opportunities for professional growth.

Fifteen years ago, that’s what was most important to job seekers from the Millennial generation (people born between 1981 and 1996).

The focus today, however, is beginning to shift away from Millennials and toward Generation Z, those born between 1997 and 2012.

Having overtaken Millennials by nearly four million people to become the largest generation in the United States, its oldest members are now entering the workforce.

And as the most technologically saturated generation our world has ever seen, they have a lot to offer companies who are looking for a strong digital foothold.

In this blog post, we will review some of the best ways to attract and retain members of Generation Z.

How to Attract and Retain Gen Z Employees

In order to attract and retain Generation Z employees, it’s important to understand what it is they value most. According to studies conducted by Gallup and SHRM, this is what Gen Z employees seek:

Employee Well-Being

Employee well-being is being considered in the workplace, now more than ever. Even before COVID-19 struck, employers were placing a focus on their employee’s health. Since, however, it’s near as important as salary itself.

Establishing well-being at work programs helps employees achieve their physical, social, and emotional needs. In doing so, it helps them feel appreciated which in turn leads to greater productivity.

Generation Z recognizes these benefits and has placed a top priority on it. Highlighting your organization’s ability to deliver on them, is step one in attracting the best talent Generation Z has to offer.

Ethical Leadership

Generation Z wants to work for good people and good organizations.

Few things are more important to most members of Gen Z than a corporate commitment to social responsibility on both equity and environmental issues.

Simply stated, they want to know that the work they are doing has a net positive impact on human beings and the natural world.

Diverse Workplaces

Diversity, equity, and inclusion (DEI) is not a “nice to have” for this generation, it’s a necessity.

And they’re seeking employers who put those words into action.

Generation Z wants an employer who is committed to hiring a more diverse workforce and who helps employees of color advance through the ranks.

According to a September survey from Glassdoor, 76% of employees and job seekers said a diverse workforce was important when evaluating companies and job offers.

Boosting DEI initiatives and increasing diversity within their ranks, has also been proven to help employers. That’s because studies show that diversity boosts both innovation and financial results.


There are a number of open jobs currently listed on the PSCI job board. Out of all of those positions, only one is onsite full-time.

While the business world continues to work through their return-to-work plans, many are opting to keep hybrid working a permanent fixture.

Generation Z would like to see this continue.

As previously mentioned, this generation of workers has grown up on technology. They understand it and are more comfortable with a device in their hands than without.

When evaluating job offers from different employers, they’ll be opting for those who allow them and trust them to use such devices to work remotely.

Professional Growth & Development Opportunities

Just as the generation before them, Generation Z places a great value on professional growth and development opportunities.

They’re seeking opportunities that’ll allow them to progress in their roles and develop new skills.

According to one Gen Z job worker, the potential for advancement is the most important quality they look for from an employer.

As the calendar pages continue to flip, more and more Generation Z workers will be entering the workforce. Employers who are able to offer diverse, ethical, and flexible workplaces will stand a better chance of attracting and retaining the best talent this generation has to offer.

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