Generation Z Recruitment 101

Generation Z Recruitment 101

The challenges of recruiting Gen Z workers stem from the overarching factors of interconnectedness and technology that surround this particular generation.

Communicating with Gen Z candidates during the recruitment process can be difficult — traditional recruiting is a phone-based relationship, but the Gen Z generation responds far better to texting or social media, which means recruiters need to adopt different tools (such as text-based interviewing platforms) and tactics (like using hashtags on social media) to reach this audience.

Because Gen Z grew up in an age pervaded by the Internet, they know how to do their online research on companies. This “Yelp Generation” looks into company reviews and knows how to access a tremendous amount of information, so it is imperative for organizations to stand out online. Companies that manage their online presence — from their career page to their Glassdoor and Instagram profiles — have a better opportunity to connect with Gen Z candidates and set themselves apart from their competitors. Additionally, since this tech-savvy group is accustomed to speed and efficiency, their attention span is shorter than previous generations; therefore, it is important that career pages are user and mobile-friendly and responsiveness and updates from recruiting teams during the process are frequent in order to create a positive candidate experience.

Companies that manage their online presence — from their career page to their Glassdoor and Instagram profiles — have a better opportunity to connect with Gen Z candidates and set themselves apart from their competitors.Click To Tweet

When it comes to the most common benefit that Gen Z workers look for, flexibility is king:  flexible work schedule, flexible dress code, flexible paid time off, and flexible career path. When designing a benefits program for a generation that is very individualistic and often has a “the world is my oyster” mindset, it’s important to give them options, rather than taking a one size fits all approach.

Companies that can’t offer employees tremendous amounts of flexibility should focus on the aspects of their culture that differentiate them from their competitors. Another option is catering their employment brands to highlight the unique career opportunities and employees experiences Gen Z workers will have if they join the organization.

Because of their instant access to technology, Gen Z workers were the first generation born with the world at their fingertips; therefore, they are used to being constantly stimulated and plugged in. In the workplace, this translates into being motivated by and always in search of the next, and/or better, opportunity. Having grown up in a world of instant updates and gratification, Gen Z workers do not fear change as much as previous generations and job hop more frequently; they are quick to ask “how can I move up fast” and due to the interconnectivity of their generation, they easily can, and do, compare their work situations to their peers. These factors can create challenges for organizations in attracting and retaining Gen Z individuals and require employers to take a proactive approach to engage these candidates and workers by emphasizing career development and growth opportunities during the recruitment phase and throughout the employee lifecycle.

Social media, particularly Instagram, is a powerhouse tool when recruiting Gen Z workers. It offers companies a relatively easy, and inexpensive, way to showcase their employee value proposition (EVP) and engage with potential candidates. By creating social media campaigns using company-specific hashtags (#lifeatCompany or #weareCompany) that are searchable, organizations can highlight their culture and unique work perks — from promoting new initiatives to celebrating the achievements of team members. Additionally, by encouraging current employees to be brand ambassadors and share company updates on their profiles, organizations can reach a broader candidate population. Gen Z isn’t going to take your word for it; social media platforms, particularly Instagram, enable you to showcase who you really are.

All employees want to feel comfortable in the workplace, so companies should focus on creating a flexible employee lifestyle that incorporates all aspects of the life that are important to workers.Click To Tweet

Positive work/life balance is a priority for all generations in the workforce and organizations can convey a unified employment branding message by creating an EVP that focuses on the integration of employees’ professional and personal lives. The reasoning behind why each group seeks flexible work schedules, wellness, and healthcare benefits, and job security might differ; however, the importance placed on these items transcends across generations. All employees want to feel comfortable in the workplace, so companies should focus on creating a flexible employee lifestyle that incorporates all aspects of the life that are important to workers (i.e. their careers, wellness, community service, family, etc.), setting them up to be successful and happy inside and outside of the office.

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[…] building also serves as an effective tool for recruiting future employees, especially as  Generation Z is starting to climb its way into the workforce. The newest group of workers commonly r…Companies who brand themselves as having a flexible, unique culture will go miles with Generation Z. […]

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