As the newest generation to enter the workforce, Gen Z (born between 1997 and 2012) is already making waves with their tech-savvy skills and unique perspectives in stark contrast to their millennial counterparts.
But if you want to craft a hiring process to recruit the best and brightest of this diverse and dynamic generation of gen z workers, you’ll need to be ready and take the right initiatives to adapt.
Don’t worry though, we’ve got your back! We’ve scoured the internet, talked to industry experts, and even asked a few Gen Zers themselves to bring you the top seven recruiting trends you absolutely can’t ignore.
Top 7 Gen Z recruiting trends you need to follow
Gen Z grew up with social media, and smartphones are where they hang out the most. To catch their attention, you need to have a strong social media presence. You could use a number of social media platforms like Facebook, Instagram, and LinkedIn to advertise your open jobs.
Be engaging, and authentic, and showcase your company culture. It’s not just about posting job openings – it’s about building a community.
2. Adopting remote work
Flexibility is a top priority for Gen Z. Remote work is no longer a perk – it’s an expectation. Companies that offer remote work options are more attractive to top Gen Z talent. It shows that you value work-life balance and trust your employees to get the job done.
According to a study by McKinsey, 87% of your average workforce demographic after the pandemic are more likely to opt for a remote work environment when offered. Also, it will help your organization work with more digital natives and build a global workforce.
Trust the stats, and make the change.
3. Valuing authenticity
Gen Z can smell fake from a mile away. So it becomes super important for businesses to be transparent with candidates during the application process.
Be transparent about your company’s values, culture, and goals. Show gen z employees the real you, and they’ll trust you.
Build a set of core values in your workspace. That’ll actually encourage Gen Z candidates to build stronger relationships with their colleagues. This further helps in consolidating their commitment to the company.
4. Emphasizing diversity and inclusion
Gen Z is the most diverse generation, and they expect the workplace to reflect that. Companies that follow a recruitment strategy prioritizing diversity and inclusion are more likely to attract them.
Showcase your commitment to DE&I in your job postings and recruitment process. You could start by writing your job descriptions more inclusively, and showcase the already existing diverse workforce at your workplace.
In addition to this, using an ATS also helps to eliminate the unconscious bias that manual recruiting sometimes incorporates, resulting in the best possible candidate experience.
5. Personalizing in every step
Gen Z wants a personalized experience, even in recruitment. Use data to personalize your communication with candidates and tailor your recruitment process to their needs. It shows that you care about them as individuals, not just another candidate.
Giving a personal touch to all recruitment messages and tailoring job descriptions to fit the specific interests and skills of Gen Z candidates can significantly improve the chances of attracting top talent. Recruit CRM’s Applicant Tracking System comes in handy while making the right personalized communication.
6. Being creative in job marketing
Gen Zers are a visual generation. They love video content, so why not create video job descriptions? It’s a great way to showcase your company culture and job openings in a more engaging way. Plus, it’s an excellent opportunity to show off your creativity.
Gen Z is all about automation, AI, and chatbots. They want everything to be quick and easy, and companies can meet these requirements by incorporating AI into their recruiting process.
For example, chatbots can automate several tasks during talent acquisition, such as responding to candidates’ inquiries, scheduling interviews, and even conducting pre-screening questions.
7. Supporting employee referrals
Gen Z trusts their peers more than anyone else. Employee referral programs are a fantastic way to tap into that trust and attract top talent. Incentivize your employees to refer top talent and showcase your program on your website and social media.
Employee referral programs can help to retain the talent pool of your company much better, and it is also much cheaper in the long run. It makes for a hassle-free, smoother recruitment process, and if your current employees can refer like-minded candidates, well, isn’t that a win-win situation?
Recruiting Gen Z takes a new approach, but it’s not impossible. By embracing digital recruitment, automation, diversity and inclusion, flexible work policies, and effective employer branding, companies stand a better chance of attracting and retaining the best Gen Z talent in the job market today.
Frequently asked questions
1. How do you attract Gen Z to your organization?
Young workers are attracted to companies that offer flexibility, career growth, and a sense of purpose.
They also value transparency, and authenticity, in the workplace. Companies should create a strong employer brand to attract Gen Z, offer competitive salaries and benefits, and use social media to engage with potential candidates.
2. What are Gen Z’s expectations for the workplace?
Gen Z expects the workplace to be flexible, collaborative, and tech-savvy.
They also value diversity, equity, and inclusion, and expect their employers to take a stance on social issues. What they desire in this case are meaningful work opportunities for career growth and development.