Tips for Hiring and Keeping High School and College-Age Workers Engaged
For many businesses, summer brings a wave of increased activity—and a need for extra hands. High school and college students are often the go-to seasonal workforce, but hiring and managing Gen Z successfully requires more than just a “help wanted” sign in the window.
At TLitrich Solutions, we help companies build effective seasonal hiring strategies, especially when it comes to engaging young workers. Here’s how to find, train, and keep Gen Z employees productive—and how to bring them back year after year.
1. Where (and How) to Advertise to Gen Z
If you want Gen Z to see your job opening, you need to meet them where they are—online. Here are the top channels:
- Social Media: Post on Instagram, TikTok, and Snapchat. Eye-catching videos or carousel posts featuring real employees, behind-the-scenes shots, or a quick “day in the life” make the job feel approachable and appealing.
- Job Apps They Actually Use: Platforms like Indeed, Snagajob, and Handshake (for college students) are go-to spots. Don’t forget local Facebook groups or community boards aimed at teens and students.
- Text-Based Communication: If you’re collecting applications, consider follow-ups via text instead of email—Gen Z is more likely to respond.
- Referrals: Create a simple referral program for your current young employees. Gen Z trusts recommendations from their peers.
2. What Gen Z Wants in a Summer Job
Today’s youth are more value-driven than previous generations. While pay is important, they’re also looking for:
- Flexible Scheduling: With summer classes, internships, and vacations, flexibility is a top perk.
- Fast Hiring Process: Long application processes can drive Gen Z away. Make it simple and mobile-friendly.
- Positive Culture: A supportive, respectful environment where they’re not talked down to.
- Perks: Free snacks, casual dress code, employee discounts, or team lunches go a long way.
- Purpose: Even in seasonal jobs, they want to feel they’re contributing and learning something.
3. Training and Managing Gen Z Workers
Gen Z may be new to the workforce, so orientation and ongoing guidance are key. Here’s what works:
- Keep Training Short and Hands-On: Break training into bite-sized modules with interactive elements. Videos, roleplaying, and peer-led sessions resonate more than lectures.
- Set Expectations Clearly and Early: Gen Z likes knowing what’s expected—both task-wise and culturally.
- Give Frequent Feedback: Don’t wait for weekly reviews. Offer micro-feedback often and positively.
- Use Tech Where Possible: Scheduling apps, task trackers, and training videos help them stay organized and on track.
4. Keeping Gen Z Happy at Work
Young workers are often juggling more than just their job. Here’s how to keep them motivated:
- Recognition and Inclusion: A shoutout from a manager, a thank-you note, or a leaderboard can keep them engaged.
- Opportunities to Learn: Even in entry-level roles, offering chances to learn new skills or shadow other departments boosts their investment.
- Social Connection: They value relationships. Encourage team bonding, even if it’s a simple after-shift pizza party.
5. Closing the Summer Strong—And Encouraging Long-Term Loyalty
When summer ends, don’t let your Gen Z workforce disappear for good. Here’s how to end things on a high note:
- Conduct Exit Interviews: Ask for feedback and show appreciation. This makes them feel heard.
- Offer Letters for Next Year: If they did well, offer them a spot for next summer—or even a path toward part-time work during the school year.
- Talk About Growth: Let them know about potential career paths in your company. If you see leadership potential, say so.
- Stay in Touch: Send a friendly message before the next hiring season. They’ll be more likely to return to a place where they feel known and valued.
Final Thoughts
Hiring Gen Z for seasonal roles isn’t just about filling shifts—it’s about building a future workforce. When you create a work environment that understands their needs and respects their perspective, you’re investing in both your business and the next generation of talent.
Need help building a seasonal hiring strategy or screening candidates quickly and efficiently?
Reach out to TLitrich Solutions at hr@tlitrichsolutions.com—we’re here to support your summer staffing success.