As Gen Z (born 1997–2012) enters the workforce in growing numbers, regulators face both a challenge and an opportunity: how to attract and retain this new generation in licensing and regulatory roles. With a reputation for digital fluency, social consciousness, and a desire for purpose-driven work, Gen Z brings fresh energy, but also new expectations for employers.
So, what does it take to appeal to Gen Z talent? Here are key considerations for regulators looking to build the workforce of the future.
Lead with purpose
Gen Z isn’t just looking for a paycheck, they want meaningful work. Fortunately, regulatory roles align perfectly with this value. Make the public-interest mission of your organization front and center in your job postings, onboarding, and workplace culture. Share stories about how your work protects the public. Frame regulation as a career path where purpose meets professionalism.
Showcase career growth and learning opportunities
Gen Z is hungry for development, and regulatory work can offer strong opportunities for professional growth, but only if those pathways are communicated clearly. Organizations should provide visible career progression, promote mentorship programs, and offer training and upskilling opportunities that align with Gen Z’s desire to build meaningful careers.
Encouraging job shadowing across departments can also expose early-career professionals to the full scope of regulatory work. By actively investing in their development, you’re sending a clear message that you see their long-term potential, not just their current role.
Make recruitment channels Gen Z-friendly
Traditional job boards aren’t enough. Meet Gen Z where they already are:
- Use platforms like LinkedIn, Instagram and Regulatoryjobs.org to share job listings.
- Highlight flexible working arrangements, culture, and real employee experiences.
- Optimize your job descriptions with clear, inclusive language and mobile-friendly formats.
Offer flexibility
Work-life balance is non-negotiable for Gen Z. Flexible schedules, remote or hybrid options, and results-based performance evaluation help build trust and autonomy.
Beyond formal flexibility, create space for open dialogue on mental health, workload, and boundaries. This generation values workplaces that prioritize wellbeing.
Promote diversity, equity, and inclusion (DEI)
Gen Z expects meaningful DEI efforts, not just statements. They’re more likely to join and stay with organizations that actively reflect and support diverse voices. They are more likely to join and remain with organizations that genuinely reflect and support diverse voices.
To show your commitment, showcase diversity in your hiring materials, including representation across staff and leadership. Highlight inclusive hiring practices and employee resource groups that foster belonging. Just as importantly, create safe, supportive spaces where all employees can share feedback, grow, and feel valued.
Modernize the work experience
Outdated systems and processes can be a major turnoff. Gen Z grew up with intuitive digital tools and expects the same at work.
- Invest in modern technology that makes regulatory work efficient and collaborative.
- Automate routine processes so talent can focus on impactful tasks.
- Encourage innovation. Invite younger staff to contribute to process improvement and digital transformation.
Listen and involve them early
Gen Z wants to be heard. Create opportunities for them to contribute ideas, participate in decision-making, and help shape organizational culture.
Encourage cross-generational collaboration and value their fresh perspectives. When young professionals feel their voices matter, they’re more likely to stay.
Are you a hiring manager looking for the right talent? Use RegulatoryJobs.org to find top talent in licensing and professional regulation.