Gen Z is making its mark on the U.S. workforce, whether we’re ready for it or not. In fact, recent U.S. Employment and Training Administration data reveals (https://tinyurl.com/bdevpzmn) Gen Z makes up 18% of the workforce and now holds more jobs than baby boomers. And, as more of Gen Z work, they want to break the mold of getting a four-year degree.

Thumbtack’s Future of Skilled Trades Report found that 55% of Gen Z students want to explore a potential job in the skilled trades (https://tinyurl.com/3e8fvxju). However, businesses and training programs need to step up to meet demand and get more of Gen Z ready for trades jobs.

Skilled trades businesses can meet Gen Z students where they’re at by offering increased in-house training options, such as apprenticeships, which let new workers get their hands on tools early on. By offering unique learning opportunities and prioritizing a positive culture, companies can capitalize on Gen Z’s desire to get into the trades.

Hurdles to careers

The largest hurdle Gen Z workers face when trying to land a skilled trades job is learning opportunities. DeWalt recently surveyed 225 Gen Z students about the potential for entering a trade after high school and found that over half of interested students landed on a waiting list for technical or vocational program enrollment (https://tinyurl.com/yk8darsa). These overfull programs make it challenging for students to learn about the trade they’re interested in.

Skilled trades businesses can help students overcome this barrier by creating learning opportunities for students interested in the trades and partnering with learning facilities to expand vocational training. Some common ways that businesses can get involved include:

• Opening more apprenticeships or mentoring opportunities to give Gen Z employees a better chance at hands-on training.

• Partnering with local schools to help grow technical programs and raise awareness for vocational training.

• Adding more in-house training options to help students learn a trade without relying on the educational system.

The rise of virtual training systems makes it easier for businesses to offer effective training services for new hires than ever before. Many platforms also include virtual simulations that mimic real-world situations and prepare them for the field without the added expense of single-use training materials.

Attracting Gen Z 

Gen Z is looking for more opportunities to plug into the workforce and take control over their future. Businesses can capitalize on this desire by offering chances for hands-on training and recruiting members of Gen Z where they spend most of their time.

Here are a few ways that companies can effectively recruit more members of Gen Z looking to launch careers:

Offer more in-house learning opportunities and certification programs: It’s no secret that Gen Z wants to work in the trades, but limited training options make it challenging for them to get a foot in the door. By helping new workers complete their education through apprenticeships and securing necessary certifications before working on their own, companies can attract more potential hires to their team. 

Connect with Gen Z on social media and digital platforms: As the first generation to grow up with social media, members of Gen Z often take to social platforms first when researching potential work. Creating engaging content that highlights company culture and displays potential for growth in skilled trades can improve your chances of being seen by Gen Z.

Break down the stigma surrounding skilled trades jobs: Stigma associated with choosing vocational schools over traditional four-year universities plays a major role in whether Gen Z students enter the trades or not. By attending job fairs, collaborating with schools on potential teaching opportunities and creating positive digital content, businesses can break down the stigma.

Retaining Gen Z

While Gen Z interest in the trades is growing, the DeWalt survey revealed that some may not stick around if the environment doesn’t meet their needs. One in three students surveyed said they would leave the trades entirely if the occupation didn’t provide chances for balance and growth.

Companies looking to hire and retain Gen Z talent can take these steps to avoid turnover:

Provide opportunities for better work-life balance and clear working hour guidelines: Work-life balance is a nonnegotiable for Gen Z employees. Businesses can capitalize on that desire by setting up more flexible schedules, opportunities for time off and clear working-hours boundaries than other industries.

Show your team that you care about them: Close to 80% of Gen Z students feel that having a boss who genuinely cares about their well-being is important in a long-term job. Leading by example and allowing yourself to connect with your team on a personal level can go a long way when creating positive working relationships with Gen Z employees. 

Develop clear paths for growth: New Gen Z hires want the time they invest into a company to be acknowledged as beneficial. Establishing clear paths for growth when onboarding a new hire will give them something to work toward and encourage them to work hard while on the job.

Play to your team’s strengths: It’s important for business owners to understand that Gen Z is a tech-forward generation. Using technology on the job, like virtual training and app-based project management software, can increase Gen Z engagement and streamline operations for the company.

The demand from Gen Z is there; businesses just need to act.

Approaching Gen Z leadership from a holistic perspective rather than as a business agreement between two people can go a long way when hiring and keeping fresh talent. By providing support and room for improvement, while playing the strengths of Gen Z employees, you can create an environment that makes them want to thrive at your company.

With Gen Z making up over 30% of the workforce by 2030 and over half of current Gen Z students looking for alternatives to a four-year degree, now is the time for trades companies to act. Developing a company culture that encourages new hires to thrive can support your business as more baby boomer and Gen X employees retire, and it can give your business a chance to thrive for years to come.

David Powers brings over two decades of experience in customer service relations to his role as chief experience officer at Rooter Hero. Powers is also the host of HeroTalk, (https://tinyurl.com/y68tz3h3 )Rooter Hero’s podcast for all things plumbing and HVAC, and the author of The Blue Collar Call Center, a guide to building effective customer service relations departments in the trades.