When millennials starting entering the workforce, you couldn’t swing a stick without hitting an opinion piece on their dynamic in the workplace.
In many respects they were radically different than the generations that had come before, and it put employers on the back foot trying to catch up.
Now the same thing is happening with Gen Z – and it’s on employers to learn how to recruit, attract and retain these professionals.
Here are 5 things to keep in mind when recruiting Gen Z:
They Expect Flexible Working Options
Gen Z workers know that many jobs can be completed remotely without issue – and will be less sympathetic to employers that don’t see things the same way. Likewise, they know that it’s possible to deliver results with flexible schedules and will be less amenable to rigid work hours.
They Expect You to Move Fast With an Offer
17% of Gen Z candidates say the ideal amount of time for an employer to make a hiring decision, from the first interview to the final offer, is less than one week. As digital natives who grew up in the age of convenience, Gen Z workers have a greater expectation for these processes to occur fast and conveniently.
They’re Going to Judge You Based on Your Careers Page
Gen Z workers live and breathe on the internet. The very first thing they’re going to do when exploring an opportunity with your business is check out your careers page. If you don’t impress them here, you might not get another opportunity!
Employee Referrals Are Your Best Bet
Surveys show that Gen Z candidates trust a referral from a company’s current or former employees more than job boards, company websites, career centers, or any other source of information. Leverage referrals with high-value reward bonuses internally.
Leverage Face-to-Face Communication
For all their familiarity and time spent on digital devices, Gen Z candidates still greatly value face-to-face communication and their relationship to a recruiter. In fact, Gen Z candidates are 15% more likely to say the recruiter had the biggest impact on their job decisions than millennials. This means that recruiters should double down on spending time creating real relationships with Gen Z workers.
Time to Adapt
Although Gen Z currently makes up a relatively small fraction of the talent pool, they are estimated to make up the largest group of working people by 2030. Now is the time for employers to work to understand what drives these individuals and what they expect in the workplace.
To stay abreast of shifting demographics in the workforce, employers need to learn how to recruit Gen Z now – not when everyone is in a mad rush to do the same!