Managing Gen Z Early Career Talent

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[00:01:08] Welcome, this is Hatch Tech Gen Z, a podcast that explores

[00:01:12] generations who they are, how they're different from other generations.

[00:01:15] While also being an incredible blend of those who came before them.

[00:01:18] Leaksplore what they think is cool, what moves them, and why they do what they do.

[00:01:22] I'm your host Megan Grace, and it's so nice to have you here.

[00:01:26] As we continue to explore Gen Z in the workplace,

[00:01:29] let's take a stop to focus on an important developmental phase in careers.

[00:01:34] Internships in early career roles.

[00:01:36] Whether it's an internship or a first job after graduation,

[00:01:40] the early career phase is critical to help people plan and navigate their time in the workforce.

[00:01:45] For those who have positive experiences, it can be a jumping off-point

[00:01:48] into bigger roles or opportunities.

[00:01:50] For those who have negative experiences, it can sour them to

[00:01:53] an accompanying or even an entire industry.

[00:01:57] Either way, the early career days are profound learning environment,

[00:02:01] and companies in leaders should be paying attention to this phase of the professional journey.

[00:02:05] In a recent intern pulse study, KPMG found that one in three Gen Z interns

[00:02:11] plans to stay with their first employer and their first job for five years.

[00:02:16] Which bucks the preconceived notion that younger generations are not boiled to their employers.

[00:02:21] Like most other generations, it seems like Gen Z is willing to be boiled

[00:02:24] if the working environment aligns with what they're looking for.

[00:02:28] Luckily, our guest today is here to tell us more about how companies and organizations

[00:02:32] can better manage career talent and keep them engaged.

[00:02:36] In this episode, I'm joined by Parker Pel that co-founder of a boat.

[00:02:41] Parker has a background in campus recruiting and understanding Gen Z through research and presentations.

[00:02:46] He focuses on bridging the gap between the next generation being recruited

[00:02:49] and employers by bringing talent through his work in candidate engagement,

[00:02:55] program management and conversion best practices.

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[00:04:02] I'm excited for this episode.

[00:04:04] I'm excited for every episode as you know.

[00:04:06] Anytime I get to make new friends and talk about one of my favorite topics, it's a good day.

[00:04:10] That is certainly what we're going to be doing today.

[00:04:12] I'm excited to welcome Parker, Pelt of the Conversation Parker.

[00:04:15] Thanks, Megan. I appreciate you having me on.

[00:04:18] Will Parker tell us a little bit more about who you are.

[00:04:21] Give us a bit about your story.

[00:04:22] Who are you? What's your role?

[00:04:24] And more, I think we're interested in the journey that you took to the role that you're working in right now.

[00:04:29] Yeah, so my story currently, I'm a co-founder of the company called Abode, which will dive into a bit later.

[00:04:38] But I'm based out of Montgomery, Alabama.

[00:04:41] Me, my wife and our dog, Nala, who we love very dearly.

[00:04:46] And funny enough, I was at one point in time and in turn for a couple companies who had an experience that

[00:04:54] didn't really meet up to my expectations, I'll say.

[00:04:59] And come to find out a lot of my friends had these similar experiences.

[00:05:03] And that was the intuition for me and my roommates to start our company Abode.

[00:05:09] I'm super passionate about Genzi.

[00:05:12] I am the oldest Genzi.

[00:05:15] So literally the oldest, like, last year that you can be Genzi, that is me.

[00:05:22] And I take a lot of pride in trying to ensure and understand kind of what our generation, the generation that's going to make up 30% of the workforce by 2030 is really invested in and cares about when they're looking at their first career.

[00:05:43] So I spend the whole other time talking to fellow Genzi individuals about their career paths, internships, job search, you name it anything.

[00:05:54] I'd probably had a conversation around that and obviously have led us to the conversation today.

[00:06:01] So that's a bit about myself, my story and just kind of where my passion's live.

[00:06:06] I think it's so great that you and your roommates have taken what I don't want to say we're negative experiences, but maybe less than ideal experiences because so many people would take a less than ideal experience whether it's an internship or job or just anything.

[00:06:18] And said that wasn't ideal and I'm not going to do anything to improve it.

[00:06:22] And I think that's really cool that you all are taking the energy from less than ideal situations and hopefully creating better situations for people that come after you, which gives really a good launching off point into.

[00:06:34] Let's talk about a boat. What is your passion? Your, your baby if you will right now. What is the company? How did it come to be? And I know that you all have a focus on early career talent and why that group specifically.

[00:06:47] Yeah, so I'll give a quick introduction to a boat, but I think our story is kind of really shed light into kind of the company as a whole and why the company does what we do today.

[00:07:00] So a boat is a software platform, a B2B company where we support early career talent programs to meet the expectations of Gen Z in their internship experience.

[00:07:16] So what does that entail right in Megan? I don't know were you an intern at one point in time in your college career?

[00:07:21] I was. I did I interned with the cystic fibrosis foundation of Orange County. I always like to shout them out because they do great work.

[00:07:28] Okay, awesome. So myself included right, but you know campus recruiting, you get the school, you're all excited to see your friends and then career fairs come up and you're like, oh gosh, I need to go and like get a job or an internship.

[00:07:41] And so we this goes into our founding story. Me and my two other co-founders, we did the traditional campus recruiting route attending career fairs getting job offers signing that job offer that first internship that I still remember with Atmos Energy down the Dallas Texas in 2017.

[00:08:02] I mean, we signed that internship offer and you're so excited to tell your parents, your friends everything like I've got a job this next summer.

[00:08:11] And then you go back to school and you're kind of waiting right there's this gap between when you sign that offer as an intern and when you can actually start at that employer which is not traditional in like traditional hiring experiences where you might have two weeks between signing offer and starting.

[00:08:30] And during that time period right there's a lot of anxiety that can build up of like by done everything I need to do for this upcoming job.

[00:08:38] Who in the world am I going to be working with at this internship?

[00:08:42] Some interns are relocating the cities they've never lived in where in the world should I live and right and a lot of questions that come up during this during this time.

[00:08:54] And companies today like they're not using a boat will send emails Megan I don't know about you but email when I was in college.

[00:09:03] I didn't really use email like I didn't know the importance of like using email in college and so a lot of communications that I was getting sent from my employer were going to my span email I had no idea right like I just thought like it was.

[00:09:20] I which wasn't hearing from them and so.

[00:09:24] That was kind of the intuition of shared experiences between the three of our co-founders at a boat is kind of during this gap after I sign that offer and before I start as an early in career in the visual like.

[00:09:35] Could there be a way for a company that connect me with my fellow interns or my fellow like program participants right share with me information as often as I wanted it to.

[00:09:45] In a better way that was more seamless and so.

[00:09:52] We took that entrepreneurial spirit I'll say and we graduated from college in 2019 and launched kind of the first version of a boat which really was.

[00:10:04] We were a consulting firm where we helped campus recruiting teams to really ensure that their messaging was resonating with the generation of Gen Z being recruited because that's what we knew we were 21 22 at the time.

[00:10:20] And in that process over two years learn that companies.

[00:10:26] Did care about the candidate experience for their interns after they signed those offers but didn't have a good way to ensure that they were meeting those expectations of Gen Z in a way that was able to be done by the company themselves and so now you have a boat where companies are able to ensure that there's.

[00:10:49] And so we have a consistent communication and engagement a place for mentorship and connection all of the things right that when you sign that first internship offer.

[00:10:57] You're really looking for that's going to leave you with a lasting impression of like what a career that company could be.

[00:11:03] We have all of that in in really kind of a one stop shop approach.

[00:11:08] And I think the focus on the early town management is just because it was a shared experience like we were early talent not too long ago right and so we.

[00:11:19] Feel like we can really have an impactful voice in an influence on.

[00:11:25] The companies that we work with and the experiences that they're delivering and what that will do for their interns right for their interns careers in experience with that employer overall.

[00:11:35] So that's a lot.

[00:11:37] I think that's that's wonderful. I think that it's great that I think a lot of people get this early career early talent phase wrong not that like I'm be like companies are doing everything wrong.

[00:11:51] But the mindset around it of yes they might not be there for a long time but they could be there for a time that is pivotal for them to become ambassadors for that organization or not right.

[00:12:01] A good internship and a bad internship can be make a break on if a person even wants to buy kids who are products from that organization again recommend a friend to go work there or potentially boomerang back.

[00:12:13] To that organization and so I've always been able to like I've been able to work with some really amazing interns and some of them I'm like I wish I could keep you on forever right like we just don't have the role right now.

[00:12:22] And I wish that more people are taking the approach at ULR of helping realize that like that intern group is not just like get your college credits or whatever you need for school and get out of here.

[00:12:33] There's it is so important and such an important I think phase of life for the interns or the early talent professionals as well.

[00:12:42] I think you could even apply that to first jobs that many people have had.

[00:12:46] I'm my first job like my first big kid job was one of the most important launching points of my career and I actually didn't know it at the time.

[00:12:54] But I love that what you are doing because you know what I heard is that there's some things that are going to transcend generations around like an internship or a new job in your early days and that's how to start the job who to talk to what mentorship what connections do I need and some of the basic logistics stuff of like.

[00:13:11] Probably filling out forms but also how to navigate like if you have to make a move for job like that can create a lot of stress and I think in past generations it's just been like.

[00:13:21] You don't know what you don't know until you learn it on your own and that dissonance can be really frustrating but we don't need to suffer right like we don't need people to suffer through that distance and so.

[00:13:30] I'm excited to continue to learn more about how you all are solving that problem.

[00:13:33] But I do know that above recently did some research on Gen Z. I'm sure you're always kind of researching Gen Z as one of your target end users.

[00:13:42] What are some of the findings that from that research that you think people need to be paying attention to about Gen Z?

[00:13:48] Yeah, I love this question by the way because it really influences.

[00:13:55] The work that our team does every single day and how we advocate to our partners kind of how they are delivering an internship experience.

[00:14:04] That's really meeting that Gen Z's expectation right there are a few key we like to call them tenants to.

[00:14:15] Gen Z that we like to discuss transparency, respect and connection. So we can break those three down pretty seamlessly and translate them to right how.

[00:14:28] How company should be catering in evolving what their processes are to this generation right so transparency.

[00:14:39] We all know what it means to be transparent but that transparency doesn't stop at that first interview that you have with a recruiter right that transparency.

[00:14:52] Gen Z is looking for the transcendent into their mentor, their buddy, their hiring manager.

[00:14:58] The description of a event when they're working for you that tells them if it's mandatory or optional.

[00:15:07] All of these different workings of experiences and intern has or an early career professional has when they join the organization kind of.

[00:15:15] Wanting that transparency to be upfront and center right nothing hidden nothing assumed that they know right take that assumption put it to the side and then be overly communicative with expectations right respect.

[00:15:30] I think that there is a stigma sometimes around who Gen Z is and like that they don't think that there needs to be professional etiquette and they want to work whenever wherever they want and.

[00:15:49] I think we like to think of respect as respecting differences in generations and being open minded to those.

[00:16:01] Thought processes but at the same time there's it's respect is a two way street and so being able to set that foundation for the relationship in the workplace to go as long as possible and go for as long as as the company wants.

[00:16:17] For example, if you're working a job in a industry where traditionally you're expected to wear a suit and tie whatever that industry might be right.

[00:16:28] You probably aren't going to be able to walk into that industry and just wear shorts and like a t-shirt.

[00:16:33] But you can understand in the company can let you know hey here's when it is acceptable be more casual versus when you do need to be formal one example that I've heard recently.

[00:16:44] That that goes into to that and then last one is connection so connection in megan I'm sure like when you are going and you signed that offer for your first job first thing at pops near my my head is like I wonder if anyone else my school is going to work at this company right like.

[00:17:02] Maybe especially if you're at the big school you never know so that connection with one another right obviously I want to know my manager who I'm working for right but at the same time like.

[00:17:14] That connection with each other is what is going to really drive innovation growth and.

[00:17:21] A better career overall at the company and so connection in that how can a company foster community based on ideas based on locations or whatever that connection and community however it works best.

[00:17:37] Taking that into account in all of the processes of this kind of early in career professionals experience with that organization.

[00:17:47] And then lastly what I like to I'd love to talk about is just kind of like.

[00:17:52] Work life balance and when I say work life balance I like to think about in what we see in Gen Z is this work life balance kind of thinks about it from like an autonomy standpoint it's not that hey I don't want to work.

[00:18:06] 40 hours a week it's hey can I have the autonomy to be able to communicate here is when I'm going to work and here's here's when I work best versus here's when I don't work my best and I I learned about myself can I communicate that have that autonomy to.

[00:18:22] And so I have that conversation in transparency with my hiring manager and return get respect and answer of like hey this will work this won't work you know from there.

[00:18:34] So that's a couple of the kind of key things I think that that we like to think about in our research shows us and is really kind of opinions that we like to also communicate with our partners as well right who are the companies that are influencing.

[00:18:48] Gen Z and bringing in all this these great interns into their organizations.

[00:18:55] I think that anytime you can break something down into three things people remember right so I think that that's something that many people can hear and understand and that does it turns out different.

[00:19:08] industries as well right so it's not like the people in the medical industry versus let's just say facilities aren't going to look at that and say yeah those are kind of some things they don't people regardless of the type of work they're doing are probably going to want from that.

[00:19:22] from the working environment now let's say that you had the the years of HR professionals which I know that you do in your work but we I know we've got some of it be listening or at least people that can influence HR policies or the working environments of others.

[00:19:39] What advice would you have for those professionals when it comes to better engaging Gen Z and that early career talent group.

[00:19:47] I'll go to three things again that I wrote down before that I think will really kind of are tenants that we advocate for one is leveraging technology and all the aspects of your of the work that these individuals are going to be doing.

[00:20:03] from the time that they meet someone from your company at a patent and describe a or discuss potential opportunity until the day they are.

[00:20:14] 10 to 15 years into your organization and into their career how can you leverage technology and enable Gen Z with technology to learn grow and develop right so I think one is leveraging technology and every.

[00:20:28] In fact, it was possible because of who Gen Z is in megan I mean I grew up with an iPhone for since I was twelve you know like it's I've always used technology to help me in my day today so one I would say is leveraging technology as much as possible.

[00:20:47] Secondly, is really focusing on life outside of your work.

[00:20:53] So obviously it's focusing and talking about all of the work that you can do at that

[00:20:59] organization.

[00:21:00] But how does the company foster a culture of being able to do your hobbies, get involved

[00:21:08] in a community?

[00:21:09] What are the ways that the companies really kind of empowering their employees to

[00:21:16] be involved in their communities and kind of have a life outside of their professional

[00:21:22] life that they can get engaged with, right?

[00:21:25] This can be as simple as providing obviously like hours for volunteers, which I think

[00:21:30] is an awesome one that we hear is a super big draw for a lot of Gen Z when they're evaluating

[00:21:35] internship opportunities.

[00:21:37] And then the third one I would say is just personalizing as many components of the experience

[00:21:45] as possible.

[00:21:47] If you get a blanket email that looks like there was some logic in there that says

[00:21:52] Hi Parker, comma, dash, that doesn't show me that it was something that was shared directly

[00:21:58] to me.

[00:22:00] Personalizing communication as much as you can to Gen Z in a way that obviously is scalable

[00:22:06] for your team will only go the farthest way possible because if we know one thing about this

[00:22:14] generation, they talk to one another and they talk about the experiences they loved.

[00:22:19] They talked about the experiences they didn't love.

[00:22:22] So anyway that you can personalize any component of that candidate experience will only

[00:22:27] go farther for your brand.

[00:22:31] Wonderful.

[00:22:31] Now let's still get on its head.

[00:22:33] Because there's plenty I'm sure there's plenty of work that organizations can do.

[00:22:37] To better engage Gen Z. And many are just starting to scratch the surface as more and more Gen Z

[00:22:43] are entering the workforce and especially moving beyond that early career talent space.

[00:22:48] But there's still plenty of members of Gen Z that are taking those first steps in their career.

[00:22:53] And I would love to hear from you any advice that you would have for those early career

[00:22:58] seekers, job seekers or potentially those that are looking at their first internships and

[00:23:03] helping them navigate those first steps in their job search and career.

[00:23:10] I would say one is try to intentionally network as much as you can.

[00:23:15] So what I mean by that is the school that you're going to have in the alumni network where

[00:23:20] you can find a reach out to a potential mentor.

[00:23:23] So network intentionally in the city that you're in are there groups or associations of

[00:23:30] an industry that you're interested in, that you could join or maybe that your school is a

[00:23:35] part of, right, that you could go in and join. So network intentionally would be a really big one

[00:23:41] for for me. I think another one that that I like to reference is trying to be as proactive as

[00:23:48] possible in building different skills. So even if you are a specific major, you think you have

[00:23:54] your career path fully set or their ways that you could develop skills that might not be as common

[00:24:01] in that specific career track that you think that you want to go into. But showcase a

[00:24:07] remedy of interest in a lot of different topics. So proactive you trying to build skills.

[00:24:14] I mean right now hot topic like, could you take a three hour course on Gen AI and how

[00:24:22] leverage that in the workplace and think about what that could do for you and going into an

[00:24:26] interview if someone says like talk about one thing that you recently did that really impacted you.

[00:24:33] Just one example, right, kind of building and proactively building skills as much as possible.

[00:24:40] And then three hours say listen, I myself am still working on my listening skills, right?

[00:24:49] I think that listening, taking a step back to listen is something that I always like to advocate

[00:24:55] because I do think the generation of Gen Z is one of the more outward and vocal having social

[00:25:03] media right everything that you think you put out there. Take in the step back and listen

[00:25:08] for whatever you're doing is another key piece that I would say is only going to help you in

[00:25:16] whatever it is. Your career search, your school, you name it. That's great. I think that there's

[00:25:25] I think there's a lot of pressure like in, I don't know where the pressure comes from for interns

[00:25:31] and for those really career professionals that they have to know everything. And I think

[00:25:36] if I can toss on in there it's like it's okay to ask for help but it is absolutely okay to ask for help

[00:25:43] even if you're a decade or two decades into your career people ask for help. And there's no

[00:25:48] better time to ask for help in mentorship than in those early days of earlier days of a career. And so

[00:25:55] I think what you've shared is such important, such important stuff so people can take, right?

[00:26:02] I love the idea of being intentional with networking. I think networking sometimes gets like a negative

[00:26:08] connotation of being smart me or salesy when it's amazing the community of people that you can build.

[00:26:15] If you're just intentional about it or you're not seeking a transaction out of it I've found

[00:26:20] that I've met people along the way that I met one time, did talk to them for three years. We didn't

[00:26:25] have any form of transaction and they come back around one day and they're like hey I was thinking

[00:26:28] about you and this might be a good opportunity for you. And so I think that intentional and authentic

[00:26:33] networking can be so powerful. Well Parker this has been just really enlightening, right? I think

[00:26:41] that oftentimes the internship is dreaded it's overlooked, it is seen as just like a necessary

[00:26:48] stop along the way and a lot of people might see it as pointless. And I'm glad that you are doing

[00:26:53] some work to counteract that narrative around what the internship is and what it could be, right?

[00:27:01] There. Now I wrap up every episode with a question that I think is so important and you are

[00:27:09] member of this generation, so you'll be able to speak very you know very close to the heart about

[00:27:14] this one but what is one of your favorite things about Gen Z and some of your Gen Z peers?

[00:27:20] I think one of my favorite things about Gen Z is

[00:27:27] this generation's ability to influence. I think that there are a lot of

[00:27:37] conversations about Gen Z and what they can bring to the workforce but I also think with that comes a lot

[00:27:47] of interesting opportunity for influence in changing the ways that the old guard has done

[00:27:57] things for as long as possible. And I think that that opportunity, the influence is something

[00:28:04] that this generation will take advantage of and I think it will only go farther in

[00:28:14] growing every aspect of life or life personal life you name it. So I'd say that's my favorite thing

[00:28:22] about Gen Z. I can agree with you, I do think that they have an ability to

[00:28:30] have a lot of passion for something and then find other people that also have a similar

[00:28:34] passion to create movements. I think it is something that's truly fascinating with this

[00:28:39] generation and I think that it will be interesting to see how that energy translates into the

[00:28:47] career space and evolving the workplace. I know that there's already ways in which they are starting

[00:28:52] to do that and it'll be quite interesting when there's a greater majority of them within the workplace.

[00:28:59] We'll partner this has been so interesting and so helpful to learn with you.

[00:29:04] I know that people will probably want to continue to follow along with the work that you're doing

[00:29:09] and the work that a boat is doing. What are the best ways that people can follow along with you

[00:29:13] in the company? Yeah, so for the company it's a boat at HR.com, ABODE, HR.com and reach out to me

[00:29:23] on LinkedIn, Parker Pell. I'm on LinkedIn quite often so connect with me, reach out. I'm always happy

[00:29:29] to have a conversation with anyone. Wonderful, Parker. It's been great to have you here. Thank you again.

[00:29:35] Thanks, Megan.

[00:30:40] I'd like to ask an ideal experience in channel and into creating better experiences for others.

[00:30:44] There's so many ways an internship or a first job can be a pivotal launching point for someone's

[00:30:49] career. Parker shared a few things companies who are looking to offer empowering internships

[00:30:54] and early career experiences can focus on. First, leverage technology to its fullest. It keeps

[00:31:00] people informed and connected. Next, acknowledge and foster life outside of work. Be sure to

[00:31:06] power employees to have a life outside of the professional work that they do. And finally,

[00:31:12] personalize as many components of the internship or early career phase as possible. This could

[00:31:17] include communication or scaling experiences that align with personal interests. Parker also shared

[00:31:23] some great insights for Gen ZUs who are navigating this early career stages of their jobs.

[00:31:28] First, intentionally network. This could possibly be through your university alumni group or a

[00:31:33] bigger. This can be a great way to build connections with people who have similar career interests.

[00:31:39] Also, be proactive as possible at building different skills. It's okay to learn and explore

[00:31:43] things that might not be directly related to the work that you're doing right now,

[00:31:47] but it could broaden your career track down the road. And listen and take a step back as an

[00:31:52] opportunity to learn. This is a great skill not only for the workplace but in life outside of work.

[00:31:58] To follow along more with Parker's work, you can connect to the mon LinkedIn and you can learn

[00:32:02] more about a boat at a boat hr.com that's a b-o-d-e-h-r.com. And thank you for tuning into this episode.

[00:32:12] It's always a great day when we get a hangout like this. If you enjoyed this episode,

[00:32:16] please be sure to rate, review and subscribe wherever you listen to podcasts.

[00:32:19] Subscribing is the best way to make sure you don't miss new episodes when they become available.

[00:32:23] And speaking of new episodes, if you have a suggestion for a topic or a guest, I need to talk to you.

[00:32:28] I now have a pitch form on my website. You can find it at MeganMGrace.com slash podcast.

[00:32:34] This episode was edited by Leah Kramer, the Gen Zyer behind the scenes bringing this podcast to life.

[00:32:39] Shout out to Leah, we couldn't do without you. Thank you again for stopping by. Let's continue

[00:32:44] this conversation and we'll chat soon.