Building relationships with Gen Z should be a key component of your hiring strategy. Why? Because over the next 10 years, the amount of Gen Zs in the workforce will triple. That’s why you need to know the best strategies to recruit Gen Z workers.
Most of Gen Z’s experience, whether in school or at work, is in a digital environment. Their favourite device is the smartphone. They mostly use it to take pictures, participate in video chats, pay for goods and services, stream TikTok and YouTube but also, look for jobs.
In a working environment, Gen Z workers have specific characteristics. They usually seek regular and ongoing feedback from their employers. They are socially aware and want their work to be meaningful. They are also looking for a caring, flexible and team-oriented work environment.
In the first part of the blogpost, we introduced you to the people behind Generation Z.
Now that you know who they are, the big question is: what are the best strategies to attract and recruit Gen Z ?
Ready to know the answer? The journey starts now 👇
The Best Strategies to Recruit Gen Z
Generation Z is much less responsive to traditional recruitment methods. What you think you know about recruiting may not apply to these new workers.
That’s why today we’re taking you through strategies for attracting and recruiting Generation Z workers. And among these strategies, two main areas stand out:
1. Building a Strong Brand
Stand Out and Share Values Your Business Cares About
It’s crucial to understand that recent grads have a clear picture of the employers they want to work with. Before going to a job interview, they take the time to check out a company’s website, social media profiles and other employees’ online reviews.
We advise you to work on establishing a positive image of yourself as an employer. Presenting yourself as the ideal employer is essential to attract the right talent.
As you know, Gen Z is more concern about social justice problems. They value brand authenticity and transparency.
Digital natives are interested in how their employer’s actions impact the society and the environment. That is why, as an employer, you should include social and environmental issues in your business strategy and mention them in your job offers and during the job interviews.
Include Diversity & Equity in Your Employer Brand
When it comes to DE&I (Diversity, Equity, & Inclusion), it is crucial that companies comprehend and pay attention to young people.
Equity is one of the top priorities for Gen Zers. They want to be connected with a company that treats everyone fairly, offers chances to everyone, provides training, and fosters a culture of diversity and inclusion.
This is how employers can maintain high-quality candidate’s enthusiasm for being a part of your company.
Make sure they can’t get you out of their minds
How to conquer digital natives’ minds? By working on your online presence!
According to a Pew Research Center study, about 71% of 18- to 29-year-olds say they use Instagram. Instagram is a powerful channel if you want to get the attention of Gen Z workers. You can create Instagram posts and stories with your logo and filters and write some catchy sentences like “We make a change. Join us now” to give yourself some extra credit on this network. Gen Zers are sensitive to this type of content and do not hesitate to share it on their personal accounts. This way, you can reach your target by snowball effect.
Also, you might be surprised where you can target them, but the answer is TikTok, yes TikTok!
TikTok is the new black and you should be active on this platform if you’re willing to find the brightest talents. Why? Because Forty-eight percent of Gen-Z use this app to express themselves through videos.
You can create a company profile and share content related to your company, your brand and your industry. Get closer to them and showcase the innovativeness of your business. You may also follow the TikTok trends and create those funny videos with employees to show how lovely your working culture is.
2. Modernising the Recruitment Process
Invest in a Strong Social Media Recruitment Strategy
Attracting a high volume of Gen Z workers starts with a strong social media recruitment strategy.
By “investing in a strong social media recruitment strategy”, we don’t only mean having an online presence on the big three platforms (LinkedIn, Facebook, and Twitter). It also means that you should create profiles on Instagram, TikTok and Snapchat. As we mentioned it just before, the majority of Gen Zers are active on those platforms.
Taking this into consideration, these platforms are taking initiative to help Gen Z and recruiters..
TikTok has recently launched TikTok Resumes, a program created exclusively for job seekers. Snapchat and Instagram provide digital advertising for recruiters to publish and promote job offers.
You have everything you need to recruit Generation Z, you just need to take the first step.
Offer a quick application system
Nowadays, all facets of our daily life are being dominated by digital technology. We are used to completing tasks fast, easily, on our phones or tablets. This should apply to the recruiting procedure too.
Simplify online processes to attract more candidates. To avoid losing top talent along the way, every step of the applicant experience needs to be simple, quick, and straightforward.
By automating your recruitment procedures, you reassure candidates, increase clarity, and hasten decision-making.
Create a Mobile Friendly Recruiting Process
To attract the new wave of talent, a mobile recruiting strategy is necessary. More than ever, job seekers are using their smartphones for their job hunt. They look for jobs, employers and they even use them to conduct remote interviews.
Adopting a mobile recruitment process enables you to stay in touch with job searchers around-the-clock with quick updates and notifications. It also enables them to respond in real-time to fresh job postings or recruiters’ questions.
This also would help the recruiters and hiring managers to ease the scheduling interviews, providing feedback and communicating with the candidate.
So, make sure your entire application process can be done on a smartphone to adapt to the mobile habits of Gen Z.
Give Virtual Job Interviews a Shot
A Gen Zer’s impression of your company is shaped by the very first interaction they have with it which way back at the application process. They will also be evaluating you.
In fact, 54% of Gen Z job seekers won’t apply if they perceive your recruitment method as outdated. Imagine how many good candidates you might miss if you persist in following the classic methods.
Gen Z values face-to-face interactions, but they also appreciate virtual ones. Because doing things online is incredibly quick and convenient.
With online interviews, they do not have to take time off from their current job to travel to the interview site. They don’t need either to arrange a time when everyone can physically meet in the office. The digital hiring process, at least, in the early stages, is a win-win for everyone.
A successful interview doesn’t have to be two people sitting face-to-face in the same room. Interviews conducted via video can modernise your hiring process and, in many cases, allow recruiters to assess more candidates in less time. Virtual interviews can also improve the candidate experience.
What About Recruiting Chatbots?
Recruiting chatbots employ AI – Artificial Intelligence – technology to respond to candidates’ questions and deliver relevant information. Because they are able to respond to specific predefined questions without the assistance of a recruiter, chatbots give candidates instant information they require while saving time for recruiters.
Furthermore, chatbots can be used to schedule interviews and pre-screening interviews.
Generation Z is the newest generation in the labour market and is a priceless source of exceptional talent. These young adults, however, are distinct from their elders. In order to connect with them, you must first comprehend how they think and what they want from a job. This will help you adapt your recruitment strategies to Generation Z.
Engage with them in meaningful conversations by establishing a professional and interesting presence on their favourite social media platforms.
Let them know about vacant positions in your company and use your recruitment SaaS to communicate job openings, collect candidate information, and build talent pools.
