Generation Z, or Gen Z, was born from the mid-1990s to early 2000s and is predicted to make up over 30% of the future workforce, making it a crucial talent group for recruiters. Just this year we have seen a new wave of Gen Z graduates enter the workforce - Dentists to Zookeepers to Teachers and many more...
Gen Z are digital savvy having grown up in school with mobile phones, tablets and laptops. Generation Z category often favour work-life balance and flexibility over stability and working long hours. This has brought a whole new challenge for recruiting.
As more and more Gen Z employees come onboard here are a few tips that may help.
#1 The value of the values
For Gen Z, their career path must reflect their values. Gen Zs believe in social initiative and collateral improvement of the world; therefore, the contribution of the recruiter and the company to society is one of the crucial factors when choosing an employer.
Having a wealth of information at their fingertips, and being more environmentally conscious than any generation that has come before them, may prove challenging when trying to recruit Gen Z candidates.
Try and establish a positive presence in the media, including social media, making people aware of your company’s efforts to improve its policies and combat the consequences of climate change. Show that your company is forward-thinking and exercises a positive change.
Most importantly, to attract this promising group of talent, make sure that your brand showcases your values, focusing on CSR and work-life balance, which is at the top of the Gen Z job requirements list.
#2 Use their language!
Gen Zs like to get involved and create a dialogue to find solutions and better the world. Being true digital natives, they are open to the possibilities of continuous content development, engaging in debates and voicing their opinions daily.
Make sure you speak their language. Utilise social media to showcase your workplace’s culture, use employees’ testimonials and recommendations and spark discussion rather than bombard them with generic info and recruitment slogans.
Engage in conversation to show that your company offers employees opportunities for meaningful innovation, creativity, connection, and growth.
#3 Make use of technology
Gen Zs are looking for a positive work environment that offers creativity, personal growth and social connection. And in this case, the first impressions matter. To attract Gen Z candidates, you need to focus on an exceptional experience from the very beginning.
Social media is a great tool to put your company in front of potential candidates. However, some studies show that an outdated job application process might discourage Gen Z from applying.
Here’s where your website comes into play. With a predicted 95% of Gen Z owning a smartphone, your website must be mobile-friendly, visually appealing and intuitive to use – the user journey has never been more crucial. Moreover, make sure it carries clear messaging, is consistent with your branding and offers an easy, smooth and up to date application process.
As previously mentioned, don’t forget the power of recommendations. Over 60% of Gen Z prefers and relies upon referrals from an employer’s current or former employee; therefore, make sure you incorporate testimonials across your communication channels.
Similarly to the application process, adopting and incorporating technology in the later stages of the recruitment process will help to attract the promising Gen Z.
Video interviewing or email campaigns are great tools to demonstrate the technical advancement and innovative spirit of your company.
#4 Offer growth opportunities
With the ability to instantly find answers and solutions, there is no need for Gen Z to rely on others, making them a highly independent generation. That translates into their work expectations and habits. With an entrepreneurial spirit, Gen Z looks for flexible schedules,
independence and, importantly, growth opportunities.
With career growth being one of the main priorities for Generation Z, the employer should be able to show a clear development path from entry-level to the next career level.
As an example, in-house mentorship programs and internships, which usually invest in personality rather than experience and let the candidate learn and grow with the company, are a great way to help retain Gen Z candidates in your organisation.
Also, start your recruitment early! It may come as a surprise, but despite their reliance on technology, Gen Zs prefer face-to-face interaction at the workplace. Inviting them for “tester days” or offering tours around your organisation may attract the Gen Zs who are still at school but will be entering the job market very soon.
You don’t have to entirely change your recruitment process but remember that a new generation is here, and it is time for organisations to find ways to adapt. Do your market research, offer a personalised experience, growth opportunities, and start testing your new recruitment strategies now to be prepared and get ahead of your competition.