Imagine an office buzzing with activity where the newest professionals are making their mark. Born between the mid-1990s and early 2000s, Gen Z brings fresh ideas and a new way of working to the table.

Gen Z will make up 30% of the global workforce by 2025. Their tech-savvy nature and unique values are reshaping the workplace. But with this transformation comes the big question: How do employers effectively engage and retain this new wave of talent?

This article uncovers how Abode tackles these challenges, with insights from Ben Siegel, Co-founder of Abode, about how the platform keeps Gen Z motivated and involved from their very first day.

Understanding Gen Z's Expectations

Gen Z has grown up with technology at their fingertips. They expect quick access to information and  open communication. Ben Siegel explains, “Gen Z grew up with phones in their pockets, instant access to information, social media—all the stats we know about Gen Z. That's just how they expect to be communicated with and learn new information.”

This generation is accustomed to quick, clear communication. Slow, outdated methods can quickly lead to disengagement and frustration.

The Challenge of Extended Hiring Timelines

One big challenge with hiring Gen Z is the long gap between job offers and start dates, especially for internships. Companies often make offers early for jobs starting much later in the future. This long wait can make it hard to keep new hires excited. Siegel notes, “Companies are having to make offers for internships and jobs in the fall, sometimes earlier for jobs that start the following summer. That's a really long time between signing an offer and starting.”

Keeping new hires engaged during this period is crucial. Without proper engagement, they might lose interest or feel disconnected. This is where Abode steps in, providing continuous engagement from the offer until the start date.

Abode's Engagement Strategy

Abode offers a comprehensive engagement journey, starting from the internship offer and continuing through to full-time employment. Siegel explains, “We think about Abode as much more than onboarding, but more like a two-year journey from the time you get your first internship offer until you come back and join the company full-time after graduation.”

Abode's strategy includes clear communication, community building, and continuous engagement. The platform ensures new hires feel connected and valued long before their first day on the job. This helps reduce anxiety and build a strong relationship between the new hire and the company.

Key Features of the Abode Platform

Abode offers several features to create a seamless and engaging experience for Gen Z employees:

1. Tasks and resources: Assign tasks with due dates and share helpful content like videos and PDFs. This keeps interns and new hires informed and prepared, reducing anxiety and boosting confidence.
2. Community and events: Build connections through a directory, newsfeed, and forum. Manage events, track RSVPs, and collect feedback to keep engagement high. Creating a sense of community helps new hires feel supported even before they start their role.
3. Mentorship and matching: Connect young talent with mentors or buddies to help them navigate the organization and build relationships. This support helps new hires feel more comfortable and confident in their new environment.
4. Analytics and yearbooks: Use detailed analytics to measure engagement and make data-driven decisions. Create yearbooks to showcase your talent. Analytics provide valuable insights into engagement levels and help identify areas for improvement.

A user of Abode shares, “Abode is extremely user-friendly for both candidates and recruitment teams. It allows you to build personalized candidate journeys, reducing busy work. In the time we've used Abode, we've received great feedback from our candidates who now have a one-stop shop to review resources and complete essential tasks on their Internship To-Do List.”

Creating a Welcoming Experience

Companies need to focus on creating a welcoming and supportive experience to attract and retain Gen Z employees. Siegel advises hiring leaders to consider the perspective of new hires: “Stop thinking about just what you're doing and put yourself in the shoes of a new hire intern joining the company for the first time. What experience are you creating for them? This is a huge step in their lives. It comes with a ton of anxiety.”

Creating a welcoming experience involves more than just onboarding. It's about building relationships with new hires and making them feel valued and supported from day one. Providing a meaningful and engaging experience builds a better brand for employers, helps hire better talent, and creates more productive employees who stay longer.

Practical Tips for Engaging Gen Z

1. Clear communication: Ensure communication is straightforward and transparent. Gen Z values clarity and expects to be kept informed at every stage. Clear communication helps to build trust and reduce anxiety.
2. Personalized journeys: Tailor the engagement journey to meet the specific needs of each intern or new hire. Personalized journeys make new hires feel valued and appreciated, helping to build a strong relationship from the start.
3. Community building: Nurture a sense of community through events, forums, and mentorship programs. Building a community helps new hires feel connected and supported, reducing feelings of isolation and anxiety.
4. Continuous engagement: Maintain regular contact and provide engaging content to keep the excitement alive between the offer and the start date. Continuous engagement helps to maintain excitement and build a strong relationship between the new hire and the company.
5. Feedback and improvement: Use analytics to gather feedback and continuously improve the onboarding and engagement process. Regular feedback helps to identify areas for improvement and ensures that the onboarding process meets the needs of new hires.

Conclusion

Engaging Gen Z from day one requires thoughtfulness and a comprehensive approach. Abode's platform aligns with Gen Z's expectations, providing clear communication, community building, and continuous engagement. By creating a welcoming and supportive experience, companies can attract, retain, and motivate the next generation of talent.

Siegel concludes, “A great experience for interns and new hires is not just a nice thing to do. It creates a better brand for employers, helps them hire better talent, and ultimately creates more productive employees who stay longer with the company.”

With these insights and strategies, hiring managers can effectively engage Gen Z employees and set the stage for a successful and fulfilling career journey. Abode is not just about onboarding; it's about creating a lasting relationship that ensures new hires feel valued, supported, and excited about their future with the company.

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