Hiring Gen Z: A New Generation of Attorneys is Entering the Workforce

What Gen Z expects out of a professional environment and how organizations can start preparing now

It seems like only yesterday that companies were panicking about the rise of the Millennial generation and how it would impact the way businesses operate. Well, while we were all busy worrying about that, millennials went and grew up—the oldest of them are now 39 years old. They are experienced employees, managers, and business owners.

This means that a new generation is making its way into the professional world: Gen Z. Although they have some similarities to millennials, Generation Z does have unique characteristics, demands, and preferences that will impact organizations.

The oldest members of Gen Z are just entering law school and the workforce, which means it’s the perfect time for the legal profession to prepare for its newest members. Being a part of the conversation on this new generation will ensure that the industry is actively engaging Gen Zers and is ready for them to hit the ground running.

Who is Generation Z?

Generation Z includes people that were born between 1995 and 2015 (4 to 24 years old). Although the oldest of them are new to the professional scene, this generation is expected to make up twenty percent of the workforce later this year.

Like every generation, Gen Z’s behaviors and priorities are based on major world events. They have never known a time without technology, and very few of them remember a pre-9/11 world. Many of them have seen family members and friends severely impacted by the 2008 recession, and they have watched the Millennial generation struggle under immense student debt.

Generation Z tends to be a little anxious, skeptical, and highly skilled. They are used to instant feedback and multi-tasking, and, like millennials, they strive for work with meaning and transparency.

What Gen Z values

To create a work environment that sets Gen Z up for success, it's important to understand what values they hold dear and what motivates them.

Transparency and structure

Generation Z has had access to the internet for their entire lives, which means they are more naturally savvy and aware than many generations before them. They don’t tend to take anything at face value and are accustomed to sorting through wide-ranging information for the truth. They know that corruption exists everywhere, and that authority doesn’t directly translate to integrity.

The days of blindly following a supervisor simply because they are a supervisor may be numbered. Members of Generation Z often require transparency and honesty to operate. They need to understand the bigger picture. What are the motivations and values of the organization, and how will their job specifically contribute to them?

Once they understand these elements, Gen Zers are known to be excellent team players and employees. However, without this transparency, Gen Zers may be skeptical and relentlessly question the status quo.

This includes having a clear and straightforward professional-development path. Gen Z will likely not be content to stay in the same job for years at a time with no development, forward movement, or raises. 75% believe it should be a year or less before their first promotion. 60% are aiming for management positions, and 75% believe they will make more than $100,000 at some point during their career.

Gen Z is also independent and goal-oriented, and they expect their employers to support those goals.

A focus on benefits

The Millennial generation influenced the rise of the ‘Google’ work environment. Although pay was still important, much of the focus was on odd perks like off-site work events, gym memberships, nap pods, and happy hours. At many companies, this resulted in underpaid employees working long hours in return.

Gen Z is predicted to bring this back into balance. Their priorities focus on the essentials like salary and health insurance. They foresee the rise in the cost of living and recognize the need to take care of themselves.

Flexibility is key

We are living in a gig economy where it’s not uncommon to have multiple jobs or freelance. In fact, 46% of Gen Zers are doing so in some way. While this may not always directly apply to the legal profession, one of the gig economy’s main appeals does: flexibility. This is essential to creating work-life balance for employees who want to work in their own style while still taking care of their personal lives.

More and more organizations are creating flexible work policies to increase productivity by giving employees independence. It is an adjustment for some businesses with a traditional structure—and certainly one for the legal profession—but it is becoming an expectation as Gen Z joins the team.

How to prepare for Gen Z

Organizations are smart to prepare ahead of time for the arrival of Gen Z. There are nuances to this group that differentiate them from other generations, and companies can increase their chances of success by starting now.

Put essential technology in place

Gen Z has never known a time without technology, and they expect a work environment to have updated systems and processes. This requirement impacts not only day-to-day operations but also the hiring and onboarding process. Over half of Gen Zers won’t even complete a job application if the process is outdated, and 26% will refuse a job offer if they sense a lack of modern technology in the organization.

Before it becomes a hiring issue, now is the time for companies to update their hiring funnel. Adjust the website. Invest in new software. Improve the communication process with prospective candidates. Larger technology projects can follow, but attracting Gen Z employees is paramount to the future of the company.

Evaluate the core benefits

It's also a good time for organizations to analyze their salary and benefits packages to make sure they are current and attractive to new candidates. Maybe it's been a while since the bonus structure was re-visited, or the health insurance plan was vetted. These essentials are key priorities for Gen Z, and things they will ask about during the interview process.

Feedback and mentoring will attract and retain talent

Gen Z values frequent feedback and mentorship from supervisors. If this is not already part of your company's operations—and note that millennials share this trait—it’s smart to integrate it now. Initiate a review process to meet with employees and team members regularly to offer recognition, support, and constructive criticism.

Create a mentor program to set new hires up with more experienced employees in their line of work. This helps assimilate new workers faster, and it also provides them with a role model to help them through their initial career hurdles.

Gen Z is moving into the workforce quickly, and it’s beneficial for everyone if organizations start to make adjustments early to set the newest generation up for success.

Hiring Gen Z can be complicated, and learning the best ways of doing so can be taxing on your company’s resources. A legal executive search team can bridge this gap by understanding the expectations of this new generation of attorneys—and lining them up with the right organization to find the perfect candidate.

Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.