While some recruiting tips may hold true no matter who the candidate is, it still pays to understand a bit about the differences found in the latest generation to enter the workforce: Gen Z. With that in mind, we’re going to look at some things employers may want to consider when recruiting this generation.
Gen Z Stats and Recruiting Tips
First, let’s look at basics. Gen Z is the generation following Millennials; they were born between 1996 and 2012, making the oldest of the generation now in their early to mid-twenties. They’ve been entering the workforce for a few years now, and they are the primary generation looking for their first jobs today.
Tip 1: Training and related benefits are important
With student loans being in the headlines for so many years, it may come as no surprise that many in this generation are considering opting out of college and finding other means to enhance their skills without the high price tag. For employers, this means recruiting even younger candidates—candidates who may be especially appreciative of training opportunities, tuition reimbursement programs, or similar benefits. It also may make sense for employers to pay more attention to high school recruiting options and not just college.
Tip 2: Be tech savvy, but make a personal connection
Like Millennials, Gen Zers grew up with technology. They’re often called digital natives. They’re job searching online, using mobile devices and apps as the primary way to look for work. They’re most comfortable using email and texting to communicate with potential employers, and they expect quick responses and a fast hiring timeline.
They also grew up with ever-present social media. Unlike Millennials, Gen Zers also have a bit more wariness of putting too much online. They tend to value face-to-face communications for important things, and finding a job is no exception. This means employers will need to have a mix of electronic and in-person communications to make a connection.
Tip 3: Showcase the organization’s tech side
To even get to the stage where someone from Gen Z is going to apply to a vacancy, the organization’s website and recruiting process will need to be updated and easy to use. If the application process isn’t optimized to apply via mobile platforms, or if there’s not enough information on social media to make an informed decision about the company, applicants from Gen Z may lose interest before even reaching out.
Even job posts themselves will need to be optimized to be found online. Any employer who is not already utilizing social media for recruiting should add that into their recruiting strategy today.
Tip 4: Referrals, referrals, referrals
This generation is quite connected to one another, online and off. They’re likely to trust a friend when it comes to learning what an employer is like. This may mean employers would be well served to make their employee referral program more robust, or to communicate about it more to ensure it is as effective as possible for the generation that will value it.
Tip 5: Walk the walk on diversity and inclusion
As the most diverse generation to enter the workforce, Gen Z will want to know they’ll be valued and taken seriously. This means showcasing the organization’s diversity and highlighting everything about the workplace culture that keeps all employees feeling engaged and included and valued.
Tip 6: Highlight all benefits related to flexibility and independence
This generation has embraced an entrepreneurial spirit with side gigs and remote work being the norm in their lives. They’re more likely to expect flexibility in schedules or in locations – so these types of benefits should be highlighted whenever they’re available.
Tip 7: Promote the organization’s values
While they may sometimes be called the iGeneration, this generation does appear to have a focus on making their communities and even the world a better place. Employers may be well-served to ensure their employment branding focuses on how the organization has a positive impact in the world. Show potential candidates not only what the company values, but also how their role will contribute to that.