Recruiting Gen Z: 6 Tips for Attracting Gen Z Talent
Generation Z have joined the workforce and will inevitably surpass millennials. But with a new generation of employees comes a shift in challenges, experiences, preferences, and attitudes. So, in order to be successful at recruiting gen Z, you need to understand them. In this article, we’ll equip you with all the knowledge you need to appeal to generation Z.
So, who is Gen Z?
Anyone born between 1997 and 2012 is considered Gen Z. They were raised in very different circumstances compared to millennials. As a generation raised in a digital era, they’re technically savvy and used to instant communication.
What does Gen Z look for in a job?
With an emerging workforce, comes a shift in demands. Gen Z employees want flexibility, transparency, and career development. They want to work for businesses that value employees and offer a true work-life balance.
With so many company review sites available, it’s more important than ever to put your money where your mouth is. It’s no longer enough to just claim that your company is a great place to work, you need to prove it. It’s inevitable that candidates will check out your Glassdoor reviews before accepting a job offer, or even applying for that matter. So, building a strong company culture that truly values employers is the foundation to becoming an appealing workplace for generation Z.
6 tips to attract and retain Gen Z employees
Generation Z will soon make up 30% of the worldwide workforce, so it’s vital that you adapt your recruitment processes to appeal to this emerging new talent. Here are some tips to help you improve your processes.
1. Review the experience requirements
As recruiters and employers, we want the best of the best when it comes to hiring new talent. So, adding a long list of experience requirements in job ads might seem like a great way to weed out the less desirable candidates. However, experience inflation could be detrimental to your talent pipelines when trying to recruit Gen Zers.
They’re a generation that values their worth in the workplace, but that doesn’t always mean they’re confident. Adding too many experience requirements could be off-putting for applicants, especially for entry-level roles. Make sure you double check the job spec. Is everything you’re listing really necessary to that role? Think about what is realistic to your desired talent. You could be restricting your own talent pool if your job ads are too daunting for Gen Zers.
2. Use digital channels to distribute compelling and meaningful content
Gen Z candidates want transparency when it comes to the company they’re applying for. They want to understand the brand before deciding on whether taking the job will be the right move for them. To make your company appealing, keep your social channels up-to-date and ensure your content is showcasing your values and culture.
3. Use low-pressure methods of interacting with candidates
As a generation who have grown up with instant messaging, they prefer low-pressure modes of communication. When communicating with Gen Z candidates in the first instance, they would much rather interact over email or messaging platforms. Avoid unnecessary calls and try to keep email comms clear and concise. Gen Zers are likely to respond better to more casual communication methods in the first stages of the process.
4. Showcase your values and diversity
Gen Zers are more aware and passionate about social issues and they want a workplace with strong values. In order to be more appealing in the recruitment process, make sure you showcase your company values. Make sure your job ad highlights the steps your company is taking in order to achieve DEI (diversity, equity, and inclusivity), and anything else you’re doing to help social causes.
5. Consider using digital channels for easy job applications
Generation Z have been bought up online. They’re digitally savvy and are the first generation to be active on social channels for almost 24 hours a day. So, one of the best ways to get your job ads seen by this pool of young talent is by sharing them on social media.
Due to the quick nature of the technology they’ve grown up with, they’re less patient than the generations before them. So, you should also consider making your application process quick, easy, and hassle-free. One of the ways you can do this is to set up applications via social networking sites, such as LinkedIn. Removing unnecessary steps will streamline the process, making it more appealing to Gen Z applicants.
6. Provide career development guidance
Gen Z wants to clearly see what learning and development opportunities an employer has to offer. In a study conducted by LinkedIn, 40% of Gen Zers said they would be willing to accept a pay cut of up to 5% of their salary for a role that offers better career growth — compared with 26% of overall workers. So, if you want to attract Gen Z talent, you need to make sure you have clear development plans in place and that you clearly showcase them in the recruitment process.
If you need additional support on recruiting Gen Z employees, get in contact with the team today.