The Future of Recruiting Gen Z
The time to start thinking about recruiting Gen Z is now. The notion that it’s never too early to plan for the future certainly applies to recruiting qualified job candidates. But — the fact is, with millennials now doing much of the recruiting — recruiting millennials is a ship that has already sailed.
Next up is Gen Z, that group of workers or future workers who are in the 16-24 age group. They are the real future of recruitment and have forced recruiters to modify their strategies just as much as they had to for millennials.
Here are some things to consider when re-tooling your recruiting efforts for the next generation of workers.
How Generation Z looks for work
Generation Z job candidates realize that a resume is far more than a piece of paper. They understand digital networking and prefer posting their resume as a profile on their social media sites. In short, they understand that self-marketing is more of a digital game than ever before.
Additionally, their most important employment resources aren’t newspapers and job fairs but mobile apps, career blogs, social media, and online job boards. It’s important to adjust your own recruiting tactics accordingly.
Using big data methods for recruiting
There’s no shortage of online information that can be used for marketing purposes, such as demographics, likes and dislikes, and more. But data models, with some adaption, will also become an important way to identify, analyze, and pursue the most talented job candidates.
There’s no time like the present when it comes branding your organization in a way that your future workforce finds appealing. Researchers say that by the time Generation Z candidates are in the their early 20’s they’ll have already begun researching companies in earnest.
Value, meaning are important
Current data points to a Generation Z talent pool that is more interested in a strong work-life balance rather than working long hours for more money. For many Generation Z employees, the idea of having a flexible work schedule is also important.
They’re also interested in finding work that affects their own priorities – work that has value and makes a difference – while also placing an emphasis on long-term career growth. While salary and financial security are important to them, they’re just as interested in working for companies that have demonstrated a positive impact on society. As a recruiter, that makes it even more important to highlight any social causes your organization supports.
Appeal to their entrepreneurial spirit
Surveys done with Generation Z candidates have revealed a strong sense of entrepreneurial spirit, including a high interest in starting their own company. That means attracting them to work for your company, instead of starting their own, by offering flexible work conditions and a clear sense of purpose and the opportunity to make a meaningful impact on their community and beyond.
Building a strong careers page on your company’s website will take on increasing importance in the pursuit of Generation Z’s top talent. For starters, they don’t like to be pursued on their own social media pages and they don’t like career sites with large blocks on content. Instead, they prefer visual platforms – such as YouTube, and face-to-face interactions that are possible through platforms such as Skype and FaceTime.
HR Expertise On Demand — Time to consult a PRO
Interested in recruiting gen z candidates or modifying your recruitment strategy? Schedule an appointment today at Mercer PeoplePro, our PROs are standing by and ready to help.