by | Apr 8, 2021

When you’re recruiting Millennial and Gen Z talent, how does your company stack up against the competition? According to Gallup, there are four things  these younger generation job candidates are looking for, but they all add up to being a company with heart. They want to work for decent people who recognize their outsized power to make life better — for their employees and the world around them.

A company that cares about their wellbeing

The first item on Gallup’s list of four is a company that cares about the employee’s individual wellbeing. The pandemic has brought an even stronger emphasis to this priority. The Gallup piece mentions four aspects of wellbeing: career, social, financial, community and physical.

But what does that mean in concrete terms? At Tribe, we’d say that Gen Z and Millennial talent will be looking for benefits that make them feel safe, secure and yes, cared for. It includes mental wellness as well as physical wellness. And it may include financial help like tuition reimbursement or programs that address repayment of student loans. Bu we’d also include the flexibility to have some employee choice in where they work, in terms of the office vs. remotely. That’s become an expectation for employees of all ages after the pandemic.

Ethical leadership and transparency

Younger employees, like their older colleagues, want to work for companies led by people of integrity. Many of them will want to work for companies that stand on the side of social justice. Gen Z and Millennial job candidates will notice when companies take a stand on an issue, such as the CEO of Delta recently voicing criticism of the new Georgia law that will make voting more restrictive, particularly for people of color. And they may have a greater expectation of transparency than some of their older peers. They appreciate companies that are open and transparent, such as Patagonia‘s proactively transparent approach to their supply chain.

Inclusion and diversity

Gen Z and Millennial employees will expect more than just talk about the importance of diversity and inclusion. Companies that have not made this a focus will  not fare as well in a competitive job market.  If diversity and  inclusion are brand new priorities at a company, in response to recent societal pressures, that may also be obvious to job candidates. For instance, when they check out the company website to see the executive leadership, will they see a bunch of white guys and maybe a token women running HR?

Meaningful work

In addition to the four priorities that Gallup says Millennial and Gen Z employees will be looking for when making their choice in employers, we would add one more. The very most important factor in the decision to take a job or stay in a job is, in most cases, the opportunity to do meaningful work. In the broadest sense, this means work that accelerates their career growth — taking on new responsibilities, gaining new skillsets, working with new technology or innovative approaches. But all four of Gallup’s listed priorities can also contribute to employees’ feelings that they work for a company that cares. That, in itself, can make work more meaningful.

Interested in attracting more Millennial and Gen Z talent? Tribe can help.



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