A major change is happening among Generation Z when they start looking for work. Approximately 44% of people are just ending all contact with companies at some point during interviews. Such behavior mainly happens because salary information is rarely listed in job postings. Lets discuss why most Gen Z grads ghost potential employers.
The Demand for Salary Transparency
Job seekers from Gen Z expect companies to be upfront about how much they pay. Research done by Monster.com showed that many young graduates are too quick to turn down a job if the salary range is not made clear until the interview is over. This pattern demonstrates that the generation wants openness when talking about their pay.
Meanwhile, Adobe’s study of future workers found that 85% are less fond of a job if the company doesn’t disclose how much it will pay in the posting. It shows that offering transparent pay information is very important for attracting Gen Z workers.
Beyond Salary
Even though pay is a priority for this generation, Gen Z also wants a flexible job and synergy between their own values and those of the company. According to the Monster report, more than half of Gen Z said they prefer remote jobs and very few would pick a fully on-site job option. Besides, 75% of Gen Z workers would not want to be part of companies that lean the opposite way politically and 33% look for workplaces led by a diverse group of leaders.
It is clear from these preferences that Gen Z values workplaces that pay well and match their principles, as well as offer some flexibility.
The Consequences for Employers
Firms that do not match Gen Z’s needs may not attract the best candidates from this generation. When candidates ghost, companies spend more money on recruitment and might have a difficult time filling the vacancy. Firms can reduce this issue by listing wages in their job openings and making certain their policies and practices fit what today’s employees want.
Conclusion
Gen Z graduates have started to raise the bar for employers by expecting both honesty and alignment. Many are prepared to move on from a prospective employer who won’t tell them their salary ahead of time. There’s even more involved—candidates consider things such as flexibility, the cultural atmosphere, and common values.
If you want to appeal to and maintain young workers, you should be clear, flexible and true to yourself. You could lose your next great candidate during the first meeting if you’re not careful.
