Check out 6 tips for attracting young talent to your company

Attracting and retaining young talent, particularly Generation Z, is becoming an increasing challenge for businesses, and data suggests this reality is unlikely to get any easier in the next decade: according to an Oxford Economics analysis, the number of workers born between the mid-1990s and 2010 is projected to rise to 51 million by 2030.

Considering the growing presence of younger generations in the workforce, with different habits and behaviours from previous generations, it is incumbent on companies to understand the motivations of young professionals and how to align expectations of both new entrants and the companies themselves.

Roberta SaragiottoDirector of People & Strategy at Start CareersShe highlights that the key to attracting young talent goes beyond traditional benefits. "The secret is understanding that Generation Z isn't just looking for a job, but a meaningful work experience aligned with their values. They want to be part of something bigger and have a positive impact on the world," she explains. According to the director, for companies to stand out in the competitive recruitment market and attract these young talents, they need to adapt their strategies. Here are some tips from the specialist:

1. Purpose and social impact: Gen Z values companies with a clear purpose and a commitment to social and environmental causes. According to a Randstad study, 90% of Brazilian professionals consider non-financial benefits as important as remuneration. For Roberta Saragiotto, involvement in corporate social responsibility projects is a way to generate engagement with these young talents.
2. Flexibility and balance: flexibility at work has become more important than health insurance for many professionals, according to a WeWork survey. "Gen Z values work-life balance, like that offered by a hybrid work model," says the expert.
3. Continuous development and growth opportunities: Continuing education is essential for young talent. According to the director, investing in training programs, mentoring, and clear career plans is a way to offer opportunities for young people to take on responsibilities and lead projects.
4. Mental health and wellbeing: Concern for mental health is increasing across generations, so Saragiotto recommends adopting psychological support programmes, encouraging physical activity, and a corporate culture that emphasizes emotional balance.
5. Diversity and inclusion: Roberta points out that diverse and inclusive environments are a key priority for Generation Z. For them, inclusion means a workplace that respects individuality, values each voice, and creates a sense of belonging for everyone. The McKinsey report "True Gen: Generation Z and its implications for businesses" reveals that these young people believe that diversity in the workforce is essential for innovation and growth.
6. Constant feedback and open communication: frequent feedback and transparent communication are among the priorities of young talent. "They seek workplaces where they can freely express their ideas, with regular alignment meetings and open communication channels between leaders and teams," concludes the director.