Scott Millar Explains How to Appeal to Generation Z

The youngest members of Australia’s workforce know what they want. BOP Industries CEO and generational consultant Scott Millar, 23, explains how to engage young talent.

Gen Zs, those born between 1995 and 2010, approach the workforce differently. Young professionals will take a pay cut to work for a company or cause they believe in. One study this year showed that 66 per cent of Gen Zs would take, on average, 23 per cent less to work for an environmentally active organisation. Even paid days off to volunteer for something they are passionate about can make a difference for this demographic.

This generation is reimagining nine to five, experimenting with the digital nomad lifestyle and freelancing. They’re asking, “How can I commodify my skills and the hours I want to work, from locations I want to work in, with companies I want to work with?” Because they’re digital natives, they love to connect, collaborate and create on digital platforms so they’re more likely to take remote and flexible working opportunities.

They want to feel they have ownership. Young people go to small businesses, charities and startups because they know these companies wouldn’t function without their contribution. They’re looking for organisations that formally embrace intergenerational collaborations and learning opportunities – that have mutual respect for ideas and perspectives.

Generation Z cops flak for not committing but they’re just not willing to suffer a toxic culture. We’ve seen our parents miss birthdays because they’re chained to their desks. But Gen Zs aren’t afraid to call that out and say, “I don’t want to be here.” We’re noticing a real shift towards reskilling and upskilling – doing an inventory of skills and sourcing short courses, digital badges or micro-credentials to supplement those existing skills and create new career pathways.