Gen Zers really prefer remote or hybrid work opportunities, so be prepared to address this up front. Some companies have begun noting in the job description if it is on site, even if that should be obvious. If the position can be done remotely, you will be competing for Gen Z talent with companies that are offering flexible options.

Gen Z values a work-life balance and personal well-being much more than previous generations. They will be attracted to companies that allow plenty of time off, whether that is simply more paid time off — things like “mental health days” — or ways to take the office out into the community, like a 5K walk for a charitable cause during work hours.

Gen Zers will be skeptical of you at best. While divisiveness, negativity on social and “mainstream” media, and misinformation are nothing new, it is all Gen Z has ever known. You can get a lot of mileage with this group simply by being authentic. They will appreciate transparent communication from their leaders.

You might think that since Gen Z values the opportunity for remote or hybrid work and work-life balance, there would be a sort of tradeoff between that and salary. You would be wrong. They also want higher salaries. Some of that is necessitated by that fact that they have more student loan debt than their older counterparts. Helping to pay student loan debt will be a trending benefit for companies serious about recruiting this demographic.

Previous generations may have been okay with keeping things like diversity (of all dimensions), sustainability, and world poverty separate from the workplace, but you will have an advantage over your competitors with this group if you demonstrate your commitment to being a good global corporate citizen.