Can You Speak Gen Z? The SocialTalent Guide to Gen Z Onboarding

By David Deady

24th Jun. 2024 Last updated: 24th Jun. 2024

Onboarding is becoming an increasingly crucial linchpin in the candidate experience journey. So much so that according to HiBob research, 64% of employees will leave a job within the first year after having a negative onboarding experience.

It pays to get this process right. But the world of work has been through a monumental transition over the last few years. Change has become a lasting feature and as we look to the next iteration of work, it’s important to keep in mind what’s coming down the track – most notably, Generation Z.

We learned in a recent article how recruiters can optimize their approach to hiring Gen Z. But what about onboarding? This cohort of talent takes a very different view to the workplace and what sets them up for success differs greatly from the status-quo.

Understanding Gen Z: Who They Are

Before diving into onboarding strategies, it’s important to understand the characteristics that define Gen Z. This generation has grown up with technology at their fingertips, shaping their expectations and preferences in significant ways. By getting to grips with who they are, you can infuse onboarding with authentic moments that will resonate.

Digital Natives: Gen Z has been surrounded by technology since birth. They are adept at using digital tools and expect the same level of technology integration in the workplace. They prefer quick, seamless digital communication and are comfortable with a variety of digital platforms.

Value-Driven: This generation values purpose and impact. They seek employers whose values align with their own and who demonstrate social responsibility. Environmental sustainability, social justice, and ethical business practices are significant considerations for them.

Desire for Growth: Continuous learning and development opportunities are highly sought after by Gen Z. They prioritize roles that offer professional growth and are likely to leave if they feel stagnant. They prefer clear career progression paths and value educational benefits.

Diverse and Inclusive: Gen Z sees diversity and inclusion as paramount, and expects their workplaces to reflect these principles. They appreciate environments where differences are celebrated and inclusivity is a norm, not an exception.

Need for Feedback: Regular, constructive feedback is essential for Gen Z. They appreciate transparency and open communication, and they thrive in environments where their contributions are recognized and valued.

Preboarding

Onboarding no longer starts on the first day, right? More so than any other group, Gen Z wants information, clarity, and connection. Being the digital natives that they are, the expectation that they will be given guidance, tools, and support before their joining date is non-negotiable. So what does effective preboarding look like?

Welcome Package: Send a welcome package containing essential information about the company, team, and role. This package could include a personalized welcome note, company swag, and any necessary equipment like laptops or software access codes. A thoughtful welcome package sets a positive tone and shows that the company values the new hire.

Onboarding Portal: Create an online onboarding portal with resources such as company policies, training materials, and a virtual tour of the office. This helps new hires get acquainted with the company before their start date. An onboarding portal can also include FAQs, an introduction to the company culture, and an overview of the first-week schedule.

Buddy System: Assign a peer buddy to the new hire. This buddy can answer questions, provide insights, and help the new hire feel more connected to the team. The buddy system not only helps new hires navigate their new environment but also fosters immediate social integration.

Relationship-Building and Connection

We need to be very aware that for a large portion of the Gen Z cohort, workplace interaction and communication has taken place behind a screen. And as the future of work will invariably remain hybrid, we also must remain vigilant in our efforts to promote relationships and build connection. Onboarding is the perfect moment to bed this in and show how committed you are as an organization to fostering authentic bonds.

Frequent Check-Ins: Schedule regular check-ins with the new hire to discuss progress, address concerns, and provide feedback. Weekly or bi-weekly meetings are ideal. Frequent check-ins help ensure new hires feel supported and valued.

Team Building: Organize team-building activities and social events to help Gen Z hires build relationships with their colleagues. Team-building activities can range from casual coffee chats to more structured team-building exercises. These activities allow new hires to feel more integrated and connected to the team.

Two-Way Communication: Gen Z tend to be quite an opinionated generation and aren’t afraid of their voice. Encourage new hires to share their thoughts and feedback. Create an open environment where their opinions are valued. Two-way communication can foster a sense of ownership and engagement.

Promote Purpose

According to Great Place to Work data, Gen Z are three-times more likely to stay with an organization if they perceive their work to have special meaning. More so than any other generation they want to ensure who they work for walks the talk in terms of company values, diversity, equity, and inclusion, and social responsibility. Onboarding presents the perfect opportunity to demonstrate your purpose.

Diversity and Inclusion Initiatives: Make sure your Gen Z hires know about all the DEI initiatives your company takes part in. From ERGs and specific diversity training, to outlining the inclusive policies and making it clear that your organization is a place that takes diversity, equity, and inclusion seriously and it’s not just a tick-box exercise.

Communicate Company Values: Clearly communicate the company’s mission, vision, and values from the outset. Share stories and examples of how the company lives out these values in its daily operations and long-term strategies. Highlight any community service initiatives, sustainability efforts, or ethical business practices that the company engages in.

Involve New Hires in Social Responsibility Projects: Provide opportunities for new hires to get involved in corporate social responsibility (CSR) projects early on. Whether it’s participating in volunteer days, contributing to sustainability programs, or supporting charitable initiatives, these activities can help new hires feel they are making a positive impact from the start.

Learn more: How to Authentically Attract Gen Z Talent

Keep Things Flexible

A recent LinkedIn study reported that the importance of flexible work as an EVP for Gen Z job seekers has grown by 14% from 2021 to 2023 – this is higher than any other generation. While hybrid and remote work is an important proposition across the board, for Gen Z it’s a non-negotiable. More than any cohort which came before them, Gen Z are determined to ensure that work does not occupy their whole identity. Use your onboarding period to demonstrate how flexible work happens at your organization.

Remote Work Options: Offer remote work options to new hires from the outset. Clearly outline the company’s remote work policies during the onboarding process, including expectations for communication, availability, and productivity. Providing the option to work remotely can increase job satisfaction and retention among Gen Z employees.

Flexible Hours: Gen Z values the ability to manage their work schedules to accommodate personal commitments and peak productivity times. Offer flexible working hours where possible, allowing employees to choose their start and end times within certain parameters. This flexibility can lead to increased motivation and productivity.

Trust and Autonomy: Foster a culture of trust and autonomy. Allow employees to take ownership of their work and make decisions about how and when they complete their tasks.

Learn more: How to Build a Culture of Trust-Driven Leadership

Training and Development

As stated by Great Place to Work’s Dr. Meghan Grace:

“Gen Z are sponges for skills. They are seeking the ability to stack more things into their toolbox because they don’t know what skills they’re going to need down the road.”

Training and development is big on Gen Z’s priority list. LinkedIn’s research even suggests that this cohort is 34% more likely to prioritize skill development opportunities than Millenials, Gen X, and Boomers when looking for a company to work for. So set your stall out early and be sure to weave a culture of learning into your onboarding process.

Encourage Learning: No-one understands the power of learning better than SocialTalent! Whether you offer access to an LMS, or have stipends for undertaking particular courses, be sure to make your Gen Z hires aware of what’s available. And make sure they understand how L&D is encouraged in the organization.

Keep Training Bite-Sized: There are often moments of learning within the onboarding process itself, so it also might be an idea to keep these short and to the point. Gen Z is accustomed to fast content delivery and mirroring this in your onboarding could be a good way to make things stick!

Conclusion

Effectively onboarding Generation Z is crucial for fostering a positive candidate experience and ensuring long-term retention. This tech-savvy, value-driven, and growth-oriented cohort requires a tailored approach that emphasizes digital integration, purpose, and flexibility. By implementing strategies such as preboarding, relationship-building, promoting company values, and offering robust training and development opportunities, organizations can create an environment where Gen Z employees feel supported and motivated. As the workplace continues to evolve, understanding and addressing the unique needs of Gen Z will be key to building a dynamic, inclusive, and resilient workforce.