Every so often, a new generation enters the workplace changing the face of the recruitment world.
Despite millennials still offering a deep pool of talent, there is a new, very unique generation just around the corner. And they are already making themselves seen and heard in the job market.
The new generation
Generation Z, or Gen Z, was born from the mid-1990s to the early 2000s and is predicted to make up over 25 per cent of the future workforce, making it a crucial talent group for recruiters.
Being the very first generation to be born into a completely digital world, Gen Z is set to be the most digital-savvy generation of all.
Rather than fit into a job, potential candidates who fall into the Generation Z category are looking for employment opportunities that will fit around them. They favour work-life balance and flexibility over stability, bringing a whole new recruiting ballgame.
Here are a few recommendations that will help you to attract and recruit talented Gen Z.
1. The value of the values
For Gen Z, their career path must reflect their values. Gen Z believes in social initiative and collateral improvement of the world. Therefore, the recruiter and the company’s contribution to society is a crucial factor 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. This may prove challenging when recruiting 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 talent group, ensure your brand showcases your values. Focus on customer service and work-life balance, which is at the top of the Gen Z job requirements list.
2. Use their language
Gen Z likes 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 Z is 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 must focus on an exceptional experience from the 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 your website 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. 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 attract promising Gen Z candidates.
Video interviewing or email campaigns are great tools to demonstrate your company’s technical advancement and innovative spirit.
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. Gen Z looks for flexible schedules, independence, and growth opportunities that match their entrepreneurial spirit.
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.
Investing in in-house mentorship programs and internships is a great way to help retain Gen Z candidates in your organisation. As these programs usually invest in personality rather than experience, they let employees learn and grow with the company.
It may come as a surprise, but Gen Zs prefer face-to-face interaction at the workplace despite their reliance on technology. Invite them for “tester days” or offer tours of your organisation to attract Gen Z who are still studying but will be entering the job market very soon.
Start your recruitment with them sooner rather than later!
5. Be prepared
Remember that a new generation is here and you don’t have to change your recruitment process entirely. And it’s time for organisations to find ways to adapt.
Do your market research, offer a personalised experience, and growth opportunities, and start testing your new recruitment strategies now. It’s time to be prepared and get ahead of your competition.
6. Don’t confuse them with Generation C
While Gen Z was born into a completely digital world, it doesn’t necessarily mean they are all a part of Generation C. They each have their own defined values and characteristics. You can read more about Generation C here.
Looking to recruit talented Gen Z
Do you need support with your recruitment? Contact our team today and find out more about how we can support you with our services.
This post was written by: JC Cornell, Renewables and Growth Marketing Manager