Why the Event Industry Must Prioritize Gen Z Recruitment
It’s no secret that there is a talent crisis in the event industry. The work landscape shake-up has prompted millions of people to quit their jobs throughout the past two years. 47 million Americans voluntarily quit their jobs in 2021, according to the US Bureau of Statistics. The labor market broke wide open. Now, the aftermath is (millions) more job openings than the number of new hires.
The rise in voluntary attrition in the industry differs from spikes in the past. Most workers are indefinitely leaving full-time jobs or the workforce altogether. The biggest question many companies in the industry are now asking is who will fill this large talent gap – specifically for entry-level roles. The answer: the Gen Z workforce.
“Gen Z workers are expected to more than triple to 87 million people by 2030 in Australia, France, Germany, the Netherlands, the United Kingdom and the United States, accounting for 30 percent of total employment, according to a study by Oxford Economics.” - Washington Post
The rise of the freelance economy presents an opportunity to bring Gen Z talent into the industry. The flexible dynamic of freelance work gives young talent the ability to work how they want to while also learning what parts of the industry they love. We need young talent to level out the talent crisis, and they’re the perfect fit.
How to recruit the Gen Z workforce
Leveraging younger talent not only fills positions you need now, but supports the growth of future leaders in the industry. An investment in the Gen Z workforce is an investment in the future of events.
It’s important to understand Gen Zs, their values, and what they are looking for in a work environment to successfully recruit them.
Here are some tips on how to recruit the Gen Z workforce:
Offer remote or flexible options – there is high value in the flexibility of work location as well as work hours.
Clearly communicate your company values and be transparent about what your overall goals are. Many Gen Zs care about company values & a greater do-good mission –they want to see themselves in your cause.
Don’t limit your talent pool by requiring years of experience. Many Gen Zs are equipped with valuable skills (both soft and hard) and are quick, adaptive learners. You can scare off quality talent by putting restrictions on job descriptions.
Offer training and growth opportunities for the roles you seek. Young talent is looking to learn and grow – individually but also within a company.
Prioritize diversity and inclusivity, and share how you contribute to these values as a company. Most Gen Zs look to these values as a requirement to work for a company.
At Soundings, we actively recruit Gen Z talent in our network and provide them with the resources and education they need to thrive in event industry roles. We partner with universities to provide training and education programs to students interested in the industry and seeking post-grad jobs. We also offer webinars and education sessions, and we frequently engage in speaking opportunities to connect with young talent. We provide Gen Zs with freelance work opportunities once they’re in our talent network to give them entry level experience and build their expertise.
“[Soundings] really understands the struggle of new college graduates of trying to get your foot into the door of the industry. They really advocate for you and your skills to their clients and they’re able to connect you into these roles that you may not have had otherwise. And they continue to support you even after you get into those roles.” - Mackenzie R., Soundings Thrive Member and Recent Graduate
If you are interested in leveraging young talent in your organization, we’d love to work with you! Contact us here.
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