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How to Attract Gen Z?
How to Attract Gen Z?

September 8, 2022

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In my last blog “Understanding the New-Age Workforce – GEN Z” we discussed the seven key areas of focus and motivations for Gen Z.

Now after understanding the key motivations that drive this new-age workforce let's look at what companies can do to retain this workforce.

We did see in my last blog that organizations need to focus on a new model for talent management ACE, focused on – Access, Curate, Engage.

Source: Welcome to Gen Z – Deloitte

This new model also requires three consecutive actions for employers to drive the forces of change.

Imagine

This highlights the need to imagine the possibilities of the future by leveraging industry-specific

data analytics and insights to define the organization’s ambition and strategy for transforming the workforce for the future. And the need to set goals for the future of work that reaches beyond cost and efficiency to include value and meaning.

 

Compose

The need to analyze and redesign work, workforce, and workplace options that take advantage of the value of automation, alternative talent sources, and collaborative workplaces.

 

Activate

And lastly align the organization, leadership, and workforce development programs to access skills, curate next-generation experiences, and engage the workforce of the future in long-term relationships and business leaders in new ways of working.

Overall, to attract Gen Z, employers must be ready to adopt a speed of evolution that matches the external environment. That means developing robust training and leadership development, with a real and tangible focus on diversity. Some key actions for the same include:

  • Companies need to fundamentally change how they organize, hire, retain and develop talent.
  • Develop the profile of a great employee, establish internal apprenticeship programs, or hire smart, talented people.
  • Drive initiatives to consciously hire a diverse workforce, as Inclusion and diversity are critical factors Gen Z considers when deciding whether or not to join an employer.
  • Create latticed career paths and multiple work formats.
  • Set up internal marketplaces to match projects with needed skill sets.
  • Leverage the expertise of Gen X, Gen Y and Boomers to help mentor Gen Z into strong leaders
  • Consider the attractiveness of the industry you are in and the reputation of your company with Gen Z

NASSCOM is running a survey to find what Gen Z is looking for at workplace. If you are part of this new-age workforce take the Survey and get heard. Stay tuned to NASSCOM Insights for more such interesting topics.


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Neha Jain
Senior Analyst

Neha Jain

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