How To Recruit Generation Z
Updated: Sep 10, 2019
Generation Z (often abbreviated as Gen Z) is the demographic cohort after the Millennials. Demographers and researchers typically use the mid-1990s to early-2000s as starting birth years.
Recruiting this demographic comes with challenges that employers have never faced before. Being the most tech-savvy generation, this demographic requires a lot more than just a decent wage packet to be sold on joining a firm. With more than 25 years of recruiting experience under his belt, Mike Pauletich (VP of Global Alliances & Partnerships at Mya Systems) shared his top 5 tips on how to attract Gen Z talent:
Try to integrate social media into your hiring process. A great example of this is using FaceTime/Skype prior to a face-to-face meeting. This is commonly used and saves time for both parties. Also having social media accounts with constant content will allow companies to communicate their brand and culture with Gen Z hopefuls.
Gen Z were born deep in the era of smartphones and tablets so being creative with technology and the first to implement it can always be an advantage. By showing you can use new technology to help enhance their skills will only intrigue and help to attract better candidates in this age bracket.
In this day and age, everything moves so fast. The ability to receive messages within seconds (and not knowing any different) means that Gen Z candidates expect this exact speed when searching for jobs. Being first to reply to their queries through avenues such as text, email and webchat- you will be streets ahead of the market. This is part of the reason why chatbots have become so popular now. Allowing speed and efficiency 24/7 in answering queries.
This may not have been a key factor with the Baby Boomer generation but with the emergence of huge tech firms such as Google, Facebook and Twitter- having a creative edge is now key in securing the best candidates. Not only are these firms extremely creative with their marketing, they also take a different approach to other areas such as HR and the general day-to-day running of the business. This can provide the gratification that Gen Z candidates thrive on.
As mentioned above, Gen Z candidates are probably the least focused on salary out of all generations. Due to only being fresh out of education, naturally, their monthly overheads are quite low so instead of finances they focus more on skills that can be developed and business relationships that can be formed. The opportunity to be a big fish in a small pond (a skill developing role at a smaller and less paying company) is probably more attractive to these candidates than vice versa.
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