How do you attract Gen Z applicants? How do you recruit Gen Z workers? How can I start hiring Gen Z in the IT industry? What jobs are Gen Z most interested in? What does Gen Z want out of a job?
Looking for answers to such questions? Let’s dive in.
Gen Z, also known as Zoomers, is the most recent generation to enter the workforce. This generation, born between 1997 and 2012, is very young but already changing the way hiring managers hire and manage the workforce. Generation Z is highly tech-savvy and barely relates to a time before the internet, smartphones, and video games.
Driven by their limitless potential. Gen Z is determined to leave its mark on the world. However, only four in 10 people think their education has adequately prepared them for the job market.
Only companies aware of such insights can entice and keep Gen Z. So, here is how you can attract and hire Gen Z.
How do you attract Gen Z applicants?
Enhance job postings for Google.
Optimize your career pages for Google and get rid of third-party sites. This way, your available positions will pop up on Google’s search results pages when a user types in a keyword like “software developer in New York.”
These job listings may include details relevant to Gen Z, such as remote work, insurance, etc. Giving as much information as possible will help candidates find your open positions faster on Google, simplifying the application process and improving the candidate experience.
Use texts for low-pressure interactions.
No other generation has experienced technology integration as much as Gen Z.
According to recent research, 95 percent of 13 to 17-year-old children have access to a smartphone in the USA. However, Gen Z is not too interested in making phone calls. According to another research, 73.4 percent of Gen Z and millennial smartphone users in the US prefer to use the messaging app over the phone app if they could only keep one.
Although it is less formal than a phone call or email, text messaging is the preferred mode of communication these days.
To use text messaging in the recruitment process, automate messages using recruitment software. Via the same software, regularly update the candidates about the interview schedule, assessment methods, hiring managers, employee value proposition, and more.
Showcase diversity in your employer branding.
According to the iCIMS research for the class of 2021, 58 percent of college seniors looking for diversity in the company during the recruiting process.
Gen Z is the most diverse generation as compared to the previous generations. And so, it stands to reason that they appreciate diversity at work so highly.
Gen Z folks are more likely to search your employer branding, and diversity, equity, and inclusion policies when applying for jobs. Also, stock photos and meaningless mission statements that promise diversity will not impress Gen Z.
Therefore, strive for unified branding across all channels because Generation Z may doubt your beliefs and become completely disinterested in your brand if your employer branding varies from one platform to another.
Use social media for inviting job applications.
According to recent research, users between the ages of 18 and 24 are highly likely to use TikTok (55 percent), Snapchat (75 percent), and Instagram (76 percent).
TikTok introduced a prototype resume program in July 2021 that allowed applicants to send applications for jobs straight through the app. Additionally, Snapchat has developed unique features that let major companies use the app to draw in and engage job candidates.
Develop interactive career pages. Or use popular social media apps to provide a more seamless application process to Gen Z applicants.
How do you recruit Gen Z workers?
Focus more on on-campus recruitments: Connecting with Gen Z talent requires maintaining close ties with colleges and universities. Digitalise your recruitment process to reach out to more universities and colleges in less time. Also, use recruitment software for filtering, organizing, and processing eligible applications.
Improve your career site: For Gen Zs who grew up with the internet, your career page serves as the cornerstone of your recruiting campaign. So, use these best practices to revamp your career page.
Mention perks and bonuses
Include visual and video components
Keep your message and brand constant
Ensure a beautiful, attention-grabbing design
Add employee testimonials
Place your ‘About Us’ section at the top
Include the mission, vision, and values
Personalize your communication: Form a talent group on Slack, Whatsapp, Telegram, etc. Send candidates frequent information regarding their employment status throughout the interview process. Also, send a care package that speaks to your new hire when it’s time to make an offer.
Improve job descriptions: Make your open positions more appealing by using direct communication in job descriptions. Mention the core responsibilities of a job and learning outcomes in specific bullet points. Also, add an example of how the day-to-day work life would be with that job.
Start an employee influencer network: To find new employees, Gen Z relies on recommendations. Therefore use your present staff to draw in young talent. When you have new available positions, invite team members to share the position on their social media channels. Candidates will get a more accurate sense of your company culture if you share content created by your staff.
Create an enjoyable candidate experience: Candidates from Generation Z are picky. So, to recruit top Gen Z developers, create a short and effective recruitment process.
Here are the six steps of a short and effective recruitment process:
Here are a few action items to retain the Gen Z workforce:
Insist on job security
The Great Recession of 2008, which immobilized the economy, cost thousands of Americans their jobs. Gen Zers were still quite young when this occurred. They might have witnessed the severe financial setbacks, job losses, and financial hardships experienced by their parents. This generation’s need for and demand for greater work stability is therefore not surprising.
To facilitate the same, this generation is also more likely to have a side job to diversify their income. This means that, as an employer, you need to:
Allow applicants to complete coding challenges from any location.
Encourage them to have additional income streams besides their jobs. Admit and accept moonlighting.
Avoid micromanaging their work.
Consider chances for growth and learning. According to studies, 40 percent of Gen Z professionals are continuing in their current positions if they offer opportunities to learn and advance in their careers.
Build an environment that challenges them and offers a variety of opportunities for self-improvement.
In addition, provide benefits like the following:
Healthcare insurance
Disability insurance
Life insurance
Retirement plans
Bonuses and incentives
Paid time off
Holiday entitlement
Flexible work
Where to look for Gen Z candidates?
The following are a few resources that you can tap into to hire talented Gen Z candidates:
LinkedIn: You can use the power of data-driven recruiting with LinkedIn Talent Solutions.
Online forums: Quora, Reddit, and other platforms can help you target specific communities. These platforms can also help you build relationships with Gen Z job-seekers and increase brand awareness.
Social media platforms: Facebook, Twitter, Snapchat, TikTok, and Instagram can be used to locate niche networks, cut through the clutter, and promote your business and culture through current employees.
Online coding challenges: Hackathons like MHacks, HackMIT, Junction (hackathon), and HackTX are great for networking with excellent young developers.
Turing: If you’re looking to hire pre-vetted Gen Z developers, try Turing. Turing’s AI-backed Intelligent Talent Cloud helps companies source, vet, match, and manage the world’s best software developers remotely.
Conclusion
Recruiting Gen Z may seem like threading a needle with one eye closed. However, you need to remember that they are new-age workers with clear professional objectives who are looking for a mentor to help them succeed in the corporate world. Understanding their values and giving them a workplace that supports them is crucial to hiring and keeping people from this demographic.
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Ankit is a writer and editor who has contributed his expertise to Govt of India, Reebok, Abbott, TimesPro, Chitale Bandhu, InsideAIML, Kolte Patil Dev., etc.
