There are so many challenges recruiters must overcome to attract the right candidate for an open role. Along with the advances in technology, you must adapt to the changes of each generation’s behaviors and outlook on work. This is no different for the newest and largest group entering the workforce called Gen Z. Here, we give you some helpful tips on the digital natives and what you can do to entice them into your organization.
Who is Gen Z in the first place?
Generation Z are people born between 1997 and 2012. They are considered to be one of the most culturally diverse, highly educated, and open-minded groups to date. They are the first generation to not know what it’s like to live without social media or portable devices, and they always have an online connection with anyone or anything at any given moment.
Gen Z Values
According to Ernst and Young, almost two-thirds (63%) of Gen Z feel it is very or extremely important to work for an employer that shares their values. This includes workplace culture and finding fulfilling careers where they are valued, vs. making money.
The survey also reveals that having a healthy work-life balance is extremely important to this group and they take into consideration how an organization supports their employees' physical and mental health. So, when recruiting a Gen Zer, it would benefit you to have a well-being plan within your organization.
Key Stats
According to Microsoft’s Annual Work Trend Index, 52% of Gen Z and Millennials are likely to consider changing employers this year, up 3% year-over-year. In addition, 58% of remote workers are considering a shift to hybrid work and 56% of hybrid workers are considering a shift to fully remote work. According to LinkedIn data, Gen Z is the most mobile generation and since the pandemic began, their migration to other locations is up 23% in the U.S.
How to Attract Gen Zers?
Create a culture that resonates: Gen Zers believe in learning, growth opportunities and being part of a work community that gives them a sense of purpose. They welcome communication and feedback on the work they do and it's important they have a clear understanding of what is expected from them. Through brand building and being upfront in your job descriptions and interviews, you’ll be more likely to attract and retain a Gen Zer.
Embrace digital transformation: These digital nomads embrace new technologies and that should be reflected in your recruiting strategy. This includes utilizing social media platforms, video conferencing, and providing real-time responses. Being up to date on technology will spark engagement, collaboration, and attract the talent you’re searching for.
Referrals are where it’s at: When looking for potential employers, Gen Z searches for a more authentic experience. A great way for recruiters to attract this group is by inviting current employees to share open roles, team events, and their experiences on social media. It builds trust and shows that your company cares about the community.
Make a seamless application experience: Gen Z seeks communication via direct messaging and texts which provides a sense of flexibility. Recruiters must keep in mind that this generation’s response time is quicker and that relates to challenges when they have to spend too much time filling out long applications. It would be beneficial for recruiters to shorten their application process and have an easy apply process in place.
Best Practices
When recruiting this generation of job seekers, it is imperative to build connections through personalization and give them the opportunities to make a difference. They embrace creativity and well-being. To be successful in filling open roles with Gen Zers, use an authentic and flexible plan that coincides with your organization’s standards.
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