Gen-Z and Remote Work: What do they expect?

Every year, a new generation of hopefuls enter the workforce ready and excited to start their careers. With dreams and ambition, they apply to jobs that best suit their skills, lifestyle, and passions. Currently entering the workforce is Gen Z, who by 2025 will represent over 25% of the global workforce. As the generation known for their strengths in technology, it leaves us wondering if this directly coordinates with them wanting technology-based, fully remote positions.

The short answer is no; Gen Zers are not fighting for remote positions. A recent National Society of High School Scholars poll reports that only 23% of Gen Z’s say that remote work is very or extremely important to them. Additionally, LinkedIn reports that less than a quarter of those say working remotely is important to them.

What the data means for Gen Z and remote work:

This might shock many, as Gen Z is historically known for being the internet-based generation. However, in almost every survey, Gen Z prefers traditional means of communication: meaning face-to-face is their go-to.

A significant reason for this preference for in-person opportunities is due to the networking and growth opportunities in-person work provides. According to Cognizant, 93% of Gen Zs globally feel it is important to feel they belong at work. Thus, it makes sense that Gen Z prefers in-person opportunities as the possibility to build connections and fully feel that sense of belonging is much easier to do face-to-face rather than through a team message or outlook email.

What Gen Z wants:

While in-person seems to be the way to go, Gen Z has other factors that are more important to what makes their first job their dream job. Recent research has shown that Gen Z finds these factors most important when considering a job:

  1. An advocate of a work-life balance – As the generation known for focusing on mental health and wellness, it’s no surprise that Gen Z wants to work for companies that focus on this.
  2. Priority of diversity, equity, and inclusion – Our social climate has changed tremendously throughout the years; with a large part of Gen Z on the frontlines, they also want a company that highlights this activism.
  3. Support for Career Growth – Many Gen Z’s see their first job as just that: their first job. With their career ahead of them, they look for a company that allows for quick career progression through mentorship and support. 

What future employers can do:

So, what does this mean for recruiters? How can future employers use this information to get the best talent possible? The answer is more straightforward than we may have realized: have those in-person conversations! In fact, in the next interview, we challenge you to have that conversation and ask the candidate what form of communication they prefer and what their ideal workday looks like. Ask them what they want from the job and their priorities. It may seem simple, but your interest in what the candidate wants will go a long way when they decide what company is right for them. Once you get them in the door, prioritize what they want, and they will start building that career of theirs for years to come with your company.

 

At SSi people, we carefully listen to the expectations of our consultants about their workstyle preferences. Our recruiters also understand how our client organizations operate and work diligently to make successful talent matches. Contact us today to learn about our best opportunities to fit your needs.

 

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