By the year 2030, the number of Gen Z employees is expected to triple. That means that people born roughly between 1995 and 2015 will soon make up 30 percent of the global workforce and will play a vital role in shaping the workplace for decades to come.

As a recruiter at LinkedIn and a Gen Zer myself, I can tell you that, for the most part, this new cohort of workers is creative, adaptable, values-driven, and intentional in their career choices. And as I chat with fellow career starters about their goals, one thing is clear: We are unwilling to compromise our career vision to fit into a work model that doesn’t work for us.

I even see this reflected in my decision to join LinkedIn a little over a year ago. As I was deciding whether to accept the job offer, I asked myself: 1. Does this role have opportunities to learn and grow, and meet great mentors? 2. Do the company’s values reflect my own? Those two things mattered more than any signing bonus or compensation package.

Some might say that clarity on what we want makes us restless, and they would be right. LinkedIn platform data shows that Gen Z workers in the United States are transitioning jobs nearly 40 percent more than last year (more than double the rate of millennials). Seventy percent of Gen Zers chalk it up to a career awakening, started by the pandemic. Symptoms include feeling bored, craving more work-life-balance, and a desiring alignment of our job with our passions.

Amid this flurry, one thing seems clear to me: To attract Gen Z to your company, you should consider what truly matters to them. Today we want more from our employers — more flexibility, more authenticity, more career advancement. Here’s a few things to keep top of mind for attracting and retaining this generation:

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Source: , Talent Blog, Madison Vitug, 18 mai 2022