Support their ambitions and dreams.
This generation is incredibly ambitious and they don’t want to settle anything short of their dreams. When you interview them, make sure you listen to what they want to do and accomplish in their careers. According to a study by Universum Global via Convene, “33% of Gen Zers surveyed … are scared they won’t find a job that matches their personality, and more than 50% of those surveyed want to start their own company someday.”
By offering developmental programs, you can help them learn new skills and grow to their full abilities (and beyond!). There are also a lot of benefits to be found in a mentor/mentee relationship where they can learn from someone who has already grown a ton in the company. They’ll want to be matched with someone who has a similar disposition to them and can help them grow!
Focus on the benefits, not the perks.
Gen Z is not impressed by ping pong tables, free snacks/lunches, and other amenities if they don’t come with a salary that makes sense for the position. These days, it’s easy for tech-savvy Gen Z to find resources where they can compare the expected salary for the exact position they’re vying for and in that industry to what you’re offering, and if it falls short, don’t expect Gen Z to stick around for too long. Gen Z also wants basic benefits like healthcare and paid time off, otherwise they’ll get burnt out and frustrated (it also might not be legal for your company depending on the size and where you’re located to withhold these things).