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Youth employment: tapping into the Gen Z tech talent pool

With Gen Z entering the tech jobs market, the skills they bring will have a significant impact on the industry. Demand for tech skills is at an all-time high, and young people are an untapped talent pool. Learn more about how companies can engage the new generation of tech workers.

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Gen Z are the first truly digital generation. As they enter the tech workforce, they bring with them a digital skillset that exceeds that of generations before them. With their unique perspectives on technology and culture, employers are presented with a huge opportunity to futureproof their talent pipeline and close their skills gaps. But how can employers and recruiters best engage with young people and attract them to apply for roles?

CWJobs’ Digital Generation report gathers insights from over 500 16–24-year-olds and 500 IT decision makers across the UK. It provides employers and recruiters with actionable advice to attract, hire and retain the next generation of tech talent.

Let’s take a closer look at how companies can tap into the Gen Z talent pool:

The appeal of a career in tech

Our report reveals that over a third (34%) of Gen Z say that a good salary makes a career in tech appealing. Just under one third (30%), also say that school and education, and family and friends (28%) also influenced their career choice.

As a generation that has grown up with emerging technologies, it’s clear to see why young people today would be enthusiastic about pursuing a career in the sector. Our report finds that 34% of those who aren’t actively making their way in the industry, would consider doing so in the future. In fact, 13% plan to pursue a career in tech in the next five years.

More specifically, the areas that young people are most interested in are coding (49%), data analytics (48%) and cloud (48%) – good news for businesses undertaking digital transformation projects.

The barriers that stop young people from entering the tech industry

Of those not considering a career in tech, 41% said it didn’t interest them, whilst 37% said the industry is complicated, or that they don’t have the right skills or strengths (34%).

A lack of awareness about the industry is also a barrier, as only a quarter (24%) of young people feel their age is an advantage when applying for tech roles. What’s more, 57% of Gen Z agree that a career in tech seems complicated, with women 10% more likely to think so.

Tech salaries can also be problematic for young people. Our report reveals that 37% of respondents say that a high salary is their key driver to a certain role. However, a high salary isn’t one of top 5 perks that employers offer.

The challenges UK businesses face in attracting young workers

The lack of understanding about tech as a viable career is equally challenging for businesses looking to futureproof their talent pipeline. Currently, only half (53%) of companies collaborate with schools to raise awareness of the industry.

There’s also a lack of access to the industry for students from diverse backgrounds. Our report finds that a third of IT decision makers (33%) recognise the need to improve this and to collaborate more.

UK businesses also struggle to know what Gen Z expects from a role in tech. Our survey reveals that the top perks Gen Z are looking for are a high salary (37%), flexible working options (29%), mental health support (26%), long-term career progression (25%), and rewards/employee retention programmes (25%).

By comparison, the top five perks offered by tech employers are flexible working options (34%), long-term career progression (31%), remote working options (30%), training programmes and opportunities (30%), and a good office location (29%). It’s clear from this comparison that tech employers aren’t currently offering what young people are looking for in terms of perks and benefits.

Actionable advice to engage with young tech candidates

Offer a good salary – salary is the most important factor for Gen Z when applying for tech roles, and they expect to see this information in job ads. Our 2021 Candidate Survey found that half of respondents (50%) said that missing salary information was their top frustration in any job search. Companies should therefore be transparent in their salary structures.

Be specific about the role – one in five (20%) young people want to understand the specific skills they need for a role, and almost half (48%) want to know what tasks the role involves. The more specific companies are about a role, the quicker candidates can make decisions about whether it’s right for them.

Develop apprenticeship programmes – Gen Z are often technically capable but lack the organisational skills to break into a tech career. Apprenticeships can be a great way for young people to develop their soft skills while refining their tech abilities. Our report reveals that 41% of respondents intend to pursue a tech-focused apprenticeship.

Partner with schools and colleges – tech companies should reach out to schools and colleges and build relationships that can lead to entry-level roles. Dedicated school events and cross promotion on social media can help raise awareness of the wide spectrum of jobs that are available in tech.

Integrate diversity into company values – when applying for a job in tech, 65% of young people say racial diversity is an important part of a company’s values, with 63% saying the same about gender diversity, neurodiversity (61%), and LGBTQ+ representation. Authenticity is important to young people today, and businesses should ensure that all demographics of the company are represented.

For more advice on how to tap into the Gen Z tech talent pool, download CWJobs’ Digital Generation report.

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