Financial Services Recruitment Strategies to Attract Gen Z Talent

One of the most significant challenges facing the Swiss financial services industry today is attracting and retaining the next generation of talent. Forward-thinking organisations are realising that the key to sustaining their competitive edge lies in successfully recruiting members of Gen Z (those born between 1997 and 2012). 

However, hiring Gen Z professionals is not as straightforward as it might seem. Career expectations have shifted dramatically compared to previous generations, necessitating a deep understanding of what young professionals value in the workplace. 

Our guide explores why Gen Z talent is critical to the future of Swiss finance, what this group seeks in a career, and how firms can adapt their financial services recruitment strategies to attract and retain them. 

Understanding Gen Z's Career Expectations 

Here are a few key examples of what Gen Z financial services professionals are increasingly expecting from their careers and employers: 

• Purpose-driven Work - Gen Z places significant emphasis on finding work that aligns with their values. According to a 2023 Deloitte survey, 77% of Gen Z respondents reported that an organisation’s sense of purpose influences their career decisions. For a financial services business, this means showcasing a commitment to ESG (Environmental, Social, and Governance) principles, ethical business, and community impact. 
• Work-life Balance - Work-life balance is becoming an increasingly important factor for Gen Z, with 42% saying that work-life balance, remote working, and flexible leave as their top priorities for a job. Therefore, if you want to attract the best Gen Z talent for your business, remote work and hybrid models are no longer just nice benefits to offer, they are becoming standard expectations. 
• Mental Health and Well-Being - Given the often high-pressure environment of financial services roles, Gen Z candidates are increasingly expecting strong wellness and mental health support. Initiatives such as access to mental health resources, counselling, and comprehensive wellness programmes vital for attracting and retaining young talent. 
• Access to the Latest Innovative Technologies - Gen Z are often referred to as the first generation of true digital natives. Generally speaking, they are extremely online and are known for shopping, dating, and making friends online. Their drive to use technology spreads to the workplace, and they expect to be given digital tools, such as AI, sophisticated CRM systems, and seamless virtual communication platforms, which will help them succeed in their roles.

Valerie Machereck, a Gen Z employer branding expert at Zurich Switzerland, commented on the motivations of Gen Z by saying: 

“A good work-life balance holds significant importance and is prioritised over climbing the career ladder, unlike previous generations. Building friendships and fostering positive relationships with work colleagues is often more important than job titles. Gen Zs are also motivated by having a meaningful career that allows them to have a positive impact on society. Many want to be employed by companies that are aligned with their values and where they are empowered to drive change.”

What Recruitment Strategies Are There for Attracting Gen Z Talent?

Here are some effective financial services recruitment strategies for attracting Gen Z talent into your business: 

Improve Your Employer Branding 

Developing a strong employer brand is critical in a highly competitive hiring market. Your organisation should clearly communicate why your culture, employee achievements, and opportunities stand out to give you the edge over your competitors. Here are some key ways you can do this:

• Invest in Learning and Development - Financial services professionals, including Gen Z, are increasingly looking for businesses to show a clear commitment to employee development and growth. By offering clear advancement paths, mentorship opportunities, and online and offline training programmes. 
• Offer Flexible Working - As discussed, Gen Z are increasingly demanding remote and hybrid working options. Your job adverts, websites, and social media posts should display how you are embracing flexible working and its benefits. 
• Promote Your Ethical and Environmental Incentives - According to a survey by Deloitte, 59% of Gen Z say they research a business's environmental policies and impact before accepting a job. So, whether through setting ambitious sustainability targets or active partnerships with local environmental initiatives, demonstrating a genuine commitment to playing your role in a healthier future can significantly improve your attractiveness to potential hires. 
• Access to Innovative Technologies - As we discussed earlier, many Gen Z finance services professionals are driven by technology and expect it to be a key part of their daily work lives. So, make sure you highlight the tools you use in your business, such as cloud computing software, AI-powered data analysis, and Robotic Process Automation (RPA). 
• Employee Testimonials - Encourage your current teams to share their personal stories and experiences of working for your business. Testimonials and success stories help humanise your company and provide potential future employees with insights into areas such as culture and career development opportunities.  

Provide Clear Career Development Paths 

Gen Z expects transparency when it comes to their career trajectory. Businesses that offer clearly defined career development programmes are far more likely to attract and retain candidates from this generation. Here are some ideas for career development opportunities you could have in your business:

• Mentorship Initiatives - Pairing younger employees with experienced professionals can support their growth professionally and personally while developing a sense of belonging and heightened team spirit.  
• Sponsoring Professional Qualifications - You can help your employees gain certifications from bodies such as ACCA and other industry-relevant qualifications. By covering exam costs and giving them access to study resources, you can motivate your employees to keep improving themselves in their roles. 
• Training and Professional Development - Provide access to national and international financial industry-related training programmes, regulatory and compliance workshops (e.g. FINMA regulations, cross-border advisory rules), and recognised certifications such as CFA, CIIA, and SAQ Client Advisory Certification.  
• Internship Programmes - Providing internship opportunities specifically designed for Gen Z can serve as an effective talent pipeline for your business. They allow young professionals a holistic view of your workplace and meet experienced finance services professionals. This experience could be the driver for them to pursue a full-time career with your business. 

Championing Diversity, Inclusion, and Progressive Cultures 

Like sustainability, Gen Z candidates are driven to work for financial services businesses that can clearly demonstrate a commitment to diversity and inclusivity and provide a workplace where people from all walks of life can thrive. Here is how you can demonstrate this commitment: 

• Diverse Leadership Teams - Showcase leadership teams that reflect a variety of backgrounds, perspectives, and experiences. This will signal to a candidate that diversity is valued and practised at every level of your business. 
• Unconscious Bias Training - Providing training for your hiring managers and other key stakeholders in your business to recognise and manage unconscious biases. This makes sure candidates and employees are assessed fairly based on their potential, performance, and skills, not assumptions or stereotypes. 
• Use Diverse Interview Panels - Build interview teams with people from different experiences and backgrounds to reduce bias, offer fresh perspectives, and present your business as an inclusive and welcoming employer to potential candidates. 
• Equal Pay Pledges - Take a public stance on equal pay by conducting regular pay audits to ensure employees are compensated fairly, regardless of gender, background, or other factors. Make sure you clearly communicate this commitment to transparency and fairness, as it will resonate with Gen Z candidates who prioritise equity in the workplace. 
• Ensure Inclusive Language in Your Job Descriptions - Review your existing job advertisements, remove any gendered or biased terms, and adopt a more neutral and welcoming language. It is also an opportunity to clearly state your commitment to diversity and inclusion to appeal to Gen Z candidates. 

Use Social Media and Digital Platforms 

This may seem obvious in such a social media and digital-driven age, but to target Gen Z, you have to do this strategically and effectively. Gen Z spends an average of 4+ hours a day on social media, and platforms like Instagram, LinkedIn, and TikTok are invaluable recruitment tools. Here are some ideas of how you can utilise social media:

• Video Shorts - Short, engaging videos showcasing your company’s culture or interactive Q&A sessions with employees can capture attention. 
• Infographics - Share visually appealing infographics that highlight growth opportunities, company values, sustainability efforts, or reasons to join your team. 
• Interactive Live Sessions - Host live webinars or AMA (Ask Me Anything) sessions where potential candidates can interact with your team in real time. 
• Blogs - Product company blogs which share updates, insights, and stories about the financial services industry and your workplace culture. 
• Case Studies - Highlight successful projects or client outcomes to demonstrate your company’s impact and expertise in financial services. 

Why Financial Services Businesses Cannot Ignore Gen Z Talent 

In summary, attracting Gen Z talent into your financial services business is about creating a workplace that genuinely reflects a new generation's values, priorities, and expectations. From flexible working and meaningful career development to clear commitments to ESG and inclusivity, the companies that stand out will be those offering more than just a job. They'll develop a culture where people feel valued, can contribute, and have room to grow.

This generation brings fresh ideas, digital fluency, and a strong sense of social responsibility to the industry. By understanding what matters to them and building those priorities into your recruitment and people strategies, you’ll strengthen your ability to attract the right talent and build a workforce that’s ready for the future of financial services.

Future-focused Financial Services Recruitment Services

Don't miss out on the next generation of financial services professionals; contact W Talent for a consultation and discover how our expertise in financial services recruitment can help you build a team ready to ensure long-term and sustainable business success.  We're ready to show you how 'we see talent where others don't.'