Today, many hiring managers are asking themselves how to hire and recruit Gen Z employees.  Significant differences exist between generations, which causes a rift between hiring managers and early-career employees.  This is problematic because Gen Z is entering the workforce in droves and will make up one-third of the workforce by 2030.  Additionally, brands are more often looking toward college graduates for new hires, and the majority of Gen Z students attended college in 2018, making them a key demographic in this regard. 

Many hiring managers feel the generational rift; in fact, 74% of managers say that Gen Z is the most difficult generation to deal with at work.  This rift leads to a hiring gap, although other factors come into play as well.  For example, COVID-19 resulted in changing workplaces, with many Gen Z employees experiencing layoffs and furloughs.  Additionally, employees and employers do not always share the same expectations.  The incongruence between expectations leads to 65% of Gen Z talent quitting within 12 months of employment. 

High turnover rates as a result of these problems affects companies in many ways.  For instance, the need to constantly be hiring new employees uses up vast amounts of time and often leaves a company unstaffed during the hiring process.  It can also be costly to replace turnovers; estimates suggest that the total cost to over one early-career turnover is $22,000.  Finally, failing to hire Gen Z may lead to gaps in the workforce in the future as older generations retire. 

Despite these daunting challenges, there are ways that managers can work with Gen Z.  Communication is critical, as are clear expectations.  Managers should also be transparent and promote a workplace that values respect and connection.  

Fostering these values and routines will help support a new generation of workers and reduce turnover rates, making them vital to corporate success. 

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