Kitchen & Bath Business - February/March 2021 - 22

LEARNING CORNER

8 Tips for Recruiting
and Keeping Younger
Employees
IF YOU'RE FILLING ENTRY-LEVEL AND EARLY-

CAREER positions in your firm, it's inevitable you'll
be advertising to and recruiting younger millennials and Gen Z workers. Because, believe it or not,
the oldest members of Generation Z are now in
their early 20s. And whether you like it or not,
these 20 somethings have different work styles,
preferences and, often, career aspirations than
many more veteran staff members. But despite
often negative stereotypes, they're also intuitive,
creative and dedicated.
Just as Gen X wanted different things from a
job than baby boomers, Gen Z is unique from
those before it. Here are steps business owners can
consider to ensure they're remaining attractive to
potential job seekers.

1. Be Yourself. During interviews, don't get too
caught up in expert speak and jargon. Gen Z
appreciates humor. Be yourself and showcase
what type of environment your company offers.
2. Ensure Opportunities for Growth. Gen Z is looking
to try new things, implement new ideas and help
the company grow to the betterment of both.
And that means mobility either upward or even
laterally toward new opportunities. Having only
one path to growth can feel stifling, according to
Loryn Dudley, a Gen Z daughter of a construc-

RIKKA BRANDON of
Building Gurus is the
premier recruitment and
retention consultant for
the kitchen and bath
and building products
industry, offering education, empowerment and
expertise.

tion supply industry veteran.So make sure you're open to new approaches and
allow employees to be excited about their work.Often,Gen Z team members
will leave not because of pay but because they're tired of waiting around for
an opportunity to move up or because management is inflexible to new ideas.
3. Provide Recognition and Feedback. At the same time, they expect - as they
should - recognition for their work. " If I'm putting in the effort, I do expect
to see recognition, " said Dudley. " It doesn't have to be monetary or even
with a jump in title - and certainly not hand-holding - but just recognizing
that someone did a good job is nice. "
4. Nurture a Welcoming Culture. Many in Gen Z will stay at companies
where they feel appreciated, where they feel they have value and where
they have an opportunity for growth. Feeling supported and valued by
leadership and fellow team members is crucial. They don't necessarily
need to be coddled, but they do want to feel valued and that they're not
just another cog in the wheel.
" Generation Z values salary less than every other generation, " according
to Deloitte Consulting. " If given the choice of accepting a better-paying
but boring job versus work that was more interesting but didn't pay as well,
Gen Z was fairly evenly split over the choice. "
5. Consider Their Passions. Gen Z is appearing to be very driven, motivated by
their passions and activism. Ensure your company gives them the space
and freedom to pursue those interests, whether it be giving time off to vote,
offering benefits for volunteering or sharing their artwork on the walls.
6. Demonstrate Security. Payscale.com notes that Gen Z came of age in the
Great Recession, many seeing their parents struggle with unemployment
or other financial issues. Therefore, they value job security, and you'll want
to communicate the company's vision for its future.
7. Increased Flexibility. Like other generations, work/life balance will be important. As the pandemic has shown, many employees can be just as productive
(and often more so) working from home or during off hours. For roles that
allow it, communicate company policies for working from home and flex
time that help them manage family and life.
8. Embrace Technology. Generation Z literally has never known life without
the Internet, and the first iPhone came out before they were teenagers. If
your company has antiquated, paper-based systems for tasks where digital
options are more practical and efficient, the time to update is now.


Engaging with High School and Middle School Students
WHILE KITCHEN AND BATH DESIGN is a rewarding field,

it may not be top of mind with young people about to
choose a career path. So, it's important to get them
excited about the possibilities of the kitchen and bath
industry early on. Here are a few ideas to help get you
connected:
Speak at Career Day. Reach out to local schools
about coming in to speak about careers in kitchen
and bath. Tailor your visit based on the age group;
for example, a visit with high school juniors and
seniors might discuss the career advantages and

22
22_KBB_0221_LearningCorner.indd 22

paths, while a chat with middle schoolers might
involve a fun activity that demonstrates a rewarding project from your job.
Leverage Technology. The proliferation of games
and apps has kids of all ages building virtual worlds
for hours. For example, my daughter Tegan and her
best friend recently discovered " Bloxburg " within
the Roblox game platform. In Bloxburg, they build
homes and design the insides, often building together as they video chat.
" It's fun to be able to create something the way I
like to design it, " said Tegan, noting that she'll often

search the Internet for color schemes and ideas.
Along with introducing kids to design at a young
age, these programs may offer designers an opportunity to engage, such as by hosting a design
contest or design challenge.
Get Social. Embrace social platforms in fun ways.
For example, showcase a kitchen demolition to
a trending song on TikTok, tell the story of your
design process on Snapchat or poll Instagram users about which bath tile you should select for your
latest design.

/ FEB.-MAR. 2021 / KBBONLINE.COM / The official publication of NKBA (NKBA.org) and KBIS (KBIS.com)

1/23/21 2:25 PM

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Kitchen & Bath Business - February/March 2021

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