How to Engage Gen Z Talent at Your Nonprofit

Recent news headlines have painted a dismal picture of Generation Z in the workplace — Gen Zers are unengaged, quick to switch jobs and hostile to feedback. But in my experience at Genesys Works — a nationwide program that provides high school seniors with targeted skills training and prepares them for paid corporate internships — they are some of the most dedicated, creative and hardworking individuals you’ll ever meet. And it’s critical that, as nonprofits, we engage with them now to ensure that we have access to this talent pool in the near future. 

This task is especially challenging given that studies have shown Gen Z prioritizes work-life balance and places more emphasis on salary than older generations of workers — and Gen Zers likely accept the stereotype of nonprofit jobs being demanding and underpaid. In addition, many Gen Z employees lack the people skills required to be successful in the nonprofit sector due to the long-term effects of remote schooling during the pandemic. 

These challenges are not insurmountable. Here's what we’ve learned at Genesys Works after working closely with Gen Z over the past nine years, including by hosting them as interns: They add tremendous value when provided with the right mentorship and support, and they can learn people skills through a combination of in-person and virtual training. 

One of our interns was very shy and initially found it hard to speak with colleagues or share her thoughts in meetings. With support from her supervisor, she became more comfortable and, by the end of the year, gained the confidence to participate in a panel discussion in front of hundreds of people. 

Nonprofits that want to improve how they engage Gen Z talent should consider these six tips.

1. Provide Early Career Exposure

By partnering with programs like Genesys Works or working directly with high schools, nonprofits can gain early access to Gen Z talent, address misconceptions about working in the sector and highlight benefits like the federal Public Service Loan Forgiveness program. 

2. Offer Paid Internship Opportunities

The best way to offer early career exposure is through paid internships. These opportunities show young adults the impact they can have while paying them for their time and effort. Genesys Works interns work 20 hours per week at $14/hour, ensuring that we can attract diverse, motivated candidates. By paying interns a competitive wage, nonprofits can increase equity and engage young people who would otherwise need to take on other part-time work. 

3. Address Gaps in Soft Skills

If working directly with high schools, nonprofits will likely need to provide training to interns on workplace essential skills, such as networking, professional communication and public speaking, as well as introduce them to corporate culture, structures and environments. This can be done through a combination of in-person and online instruction, so that interns are also prepared to work in a hybrid environment.

4. Plan Mentorship Training for Supervisors

Before introducing interns to your organization, make sure supervisors have a basic understanding of what Gen Z considers important to help build relationships with them. Supervisors should also know how to onboard and set their interns up for success in their first 90 days. 

5. Structure Ongoing Support Throughout Internships

The goal is to provide consistent feedback for growth, opportunities for professional development, supervisor/team touch points for collaboration and acknowledgment for the work that interns are doing — something Gen Z really values. My organization has found that monthly, separate check-ins for the intern and supervisor, combined with a 30-day initial performance assessment to address major concerns and offer any needed redirection/coaching is especially effective. 

6. Career Pathway Planning

Our most successful partners work with their interns to map out how they can progress at their organization, including if they’ll need a certain degree or credential to do so. This helps young adults plan their next step, which often includes an extension of their internship while they attend college, followed by a full-time job offer. 

There’s no question that nonprofits will face a growing need for Gen Z talent to fill open positions, as well to help develop relationships with younger donors and volunteers. By connecting with young adults while they’re still in high school, nonprofits can benefit from their skills and unique perspective in the short-term while creatings a talent pool for this sector in the long-term. 

The preceding post was provided by an individual unaffiliated with NonProfit PRO. The views expressed within do not directly reflect the thoughts or opinions of NonProfit PRO.