By: Emma Ross
Born between 1997 and 2012, Gen Z is graduating from college and ready to hit the workforce as one of the most diverse and best educated generations in history. Often pictured as internet obsessed teenagers, these rising stars have grown up and now bring a unique and passionate perspective to the workplace. How do you attract and retain the digital generation when half of applicants admit they plan to seek a new position after three years? To understand how find Gen Z talent, you must first learn about who they are.
Who is Gen Z?
Gen Z does not remember a time when any question could not be answered through a Google search. This has made them resourceful navigators of the technological world. Their exposure to infinite information and access to an expanding globalized economy has given them the confidence to believe in endless possibility. Gen Z has an intrinsic desire to leave an impact on their community, which has led them to study fields like psychology, science, healthcare, and engineering. While very similar to their Millennial predecessors, what sets Gen Z apart when looking for a job is their careful consideration of the day-to-day responsibilities. They want to know their time will be put to good use and make a meaningful contribution to the bigger picture.
How Does Gen Z Look for a Job?
Gen Z values transparency and authenticity. They want to know what it is really like to work at your company. To get their attention you need to get personal.
Referrals: The number one way Gen Z prefers to learn about job opportunities is through referrals. They value the opinions of current or past employees, and can get a snap shot of your company culture through the eyes of someone with experience at your company.
Career Fairs: Go to the source. While most people picture Gen Z glued to their screens, they actually value face-to-face time when it comes to their work. This generation ranks campus career centers and recruiting events twice as high as Millennials.
Multi-Media Channels: Online job boards, email marketing, and texting campaigns are just a few ways to connect with Gen Z. This generation likes to communicate through various platforms. While email still stands strong as the expected line of communication, strategizing your online recruitment process can help you stand out from other employers.
Tips for Success
Gen Z wants to feel connected. You need to meet them where they are. Provide them with meaningful work, engage with them, value their unique skill set, and work to create an authentic connection with applicants.
Time is of the essence: 17% of Gen Z job seekers expect an offer less than a week after the first interview. Do what you can to speed along the hiring process, and keep your candidates informed along the way. This generation knows their worth and they will not wait if they have other offers on the table.
Update your online presence: 54% of Gen Z will not even submit an application if they find your hiring methods outdated. Make sure your job descriptions are accurate and your website is updated. Look into software to help you streamline the hiring process.
Build an employee influencer network: Gen Z relies on referrals to learn about a potential employer. Ask your current team to share their experience with the company on social media platforms, create an employee testimony page on your website, or have current team members share when new positions open up. You can also feature your employees across social media and on your website.
Connection is Key
To attract this insightful demographic, focus on building a relationship with your applicants. Get to know who they are and share as much as you can about yourself and what you stand for. Gen Z is a group of problem solvers looking to make a difference through their work. They are open to feedback and learning how to make the most of their skills. Through a strategic hiring plan you can attract high level talent from this generation that can bring new opportunities of growth for your organization.