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Gen Z are the latest set of school leavers that are now entering the workplace and bringing with them a wealth of technological know-how. This group, born after 1995, have never known a world without mobile telephones and the internet. They are at total ease with video calling, social media and influencers and cannot imagine what life was like before they existed. They see no end to the technological advances that are possible and are keen to be involved in their creation and worldwide adoption. They are leaders in innovation, articulate and expressive and keen to be seen.

Gen Z have lived through a recession and a pandemic and are entering the workplace with a different mindset to those that have gone before. They place considerable importance on the social values of a brand and on their own mental health. They are promoters of diversity and quick to call out unfair treatment. They are also used to experiencing success and their ambitions and aspirations can seem inflated to those long-standing employees who are used to the status quo. These ambitions should be admired and rewarded with suitable opportunities for progression.

It is important to remember that in order for a business to progress, it must maintain its connection with its consumers. As Gen Z purchasers begin to dominate the UK's spending, so too should Gen Z be welcomed into the workplace. This is especially important in sales roles where their in-depth understanding of the needs and wants of this particular demographic - their peers - will deliver a business the edge over its competition.

All HR professionals understand the need to tailor recruitment campaigns to the audience they are trying to attract, and Gen Z is no different. Attracting the highest calibre talent from this generation requires understanding their motivations and aspirations.

1. Financial incentives.

Whilst this generation understands the importance of money, it is not typically the main driver for them when seeking a job. A salary should be competitive enough to attract their attention but bolstered by additional benefits.

2. Career development.

Climbing the career ladder is important to Gen Z. They are ambitious and motivated, so a company that highlights opportunities for progression will attract their attention. They will look for opportunities for ongoing training and development, as well as reviewing public source statistics relating to a company's retention rates to determine its suitability for a long term career.

3. Work-life balance.

Gen Z use technology all the time and they are used to always being contactable. They don't want this from their work and need their downtime. They will seek out roles which can offer them the flexibility that they desire, which will often include the ability to engage in remote working and performance-based rather than fixed hours contracts.

4. Investment.

This generation wants an employer to invest in them and their futures, but also to invest in technology and processes that will streamline mundane tasks and activities, allowing them to achieve their objectives efficiently and effectively. A business that invests in technology to improve productivity will attract the attention of this generation.

5. Additional benefits.

Gen Z are active promoters of diversity and mental health. They will seek out employers with similar values to themselves and will expect those employers to look for ways of improving the well-being of their employees. They will expect to be involved in this conversation, so whilst offering gym memberships is a great start, providing mentors and hosting mental health and wellbeing forums will set a business apart.

Ultimately, understanding what motivates Gen Z will help you to tailor your job adverts, enabling you to hire the most talented individuals from this generation into your organisation as cyber security salespeople.

If you require additional insight into or support with talent acquisition strategies, please don't hesitate to contact the experts at Venditio.

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