How to create effective training strategies for Gen Z using recruitment insights
Research says that by 2025, 27 per cent of the workforce will consist of Gen Z, the generation born between the mid-1990s and early 2010s. These digital natives bring with them a unique set of values and expectations. They prioritise work-life balance, social responsibility and continuous learning opportunities that fuel their growth. They also want a work environment that fosters mental well being and offers them the flexibility to choose how, when and where they work. Besides, they are accustomed to instant access to information and expect their workplaces to integrate technology seamlessly.
Understanding these characteristics is crucial for businesses looking to attract and retain this talented generation. Traditional training methods might not resonate with Gen Z; companies will need to adapt their approach to meet their evolving needs. This is where recruitment insights come into play. By leveraging the data gathered during the recruitment process, companies can design training programmes that are not only effective but also cater directly to Gen Z’s learning preferences, ensuring a more personalised and engaging experience.
How to leverage recruitment data for training?
The recruitment process provides a gold mine of data that, when used correctly, can reveal critical insights about the candidates. By analysing application forms, customised assessments and candidate feedback, businesses can not only identify skills gaps but also tailor training content better, matching Gen Z’s preferences and expectations. Here are some key strategies that employers can use:
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Identify skill gaps
Analyse recruitment data to pinpoint the most sought-after skills for the open positions. Consider implementing customised assessments during the hiring process to gauge existing skill levels within the applicant pool. This will help identify areas where there’s a discrepancy between required skills and applicant skill sets. Predictive analytics can also be a valuable tool. By forecasting future skill requirements, you can easily identify potential gaps before they hinder productivity and prioritise your training needs accordingly.
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Explore long-term goals
Insights from recruitment data can shed light on the specific needs and interests of Gen Z employees, as well as their long-term goals. For example, if the recruitment data suggests that candidates are interested in learning and applying AI in their work, consider developing targeted training modules on the same. This will help not only address their immediate learning needs but also align with their career aspirations, fostering a sense of growth and progression.
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Gather candidate feedback
Don’t underestimate the power of feedback! Gather insights from Gen Z candidates during the recruitment process through surveys or focus groups. This can provide invaluable information on their preferred training methods and expectations, which you can use later to develop training modules curated especially for them.
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Understand learning preferences
Analyse how Gen Z candidates interact with information during the recruitment process. Do they gravitate towards videos, online modules or interactive assessments? Use these preferred methods as a blueprint for training delivery. Consider offering a variety of formats—videos, quizzes and interactive simulations—to cater to different learning styles and keep them engaged.
How does Gen Z usually prefer to learn
Although all employees are different and personalising training strategies according to recruitment insights is crucial, having a broad sense of how Gen Z prefers to learn can help employers gear up for the process. Here are some key insights about Gen Z’s learning preferences:
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Learning style
Gen Z is a tech-savvy generation that prefers interactive, digital learning experiences. Gamification, simulations and video-based learning can help engage this audience and promote knowledge retention. In fact, research says that about 73 per cent of Gen Z engage themselves in video content on smartphones.
Beyond digital learning, you may also consider incorporating elements of social learning and collaboration within training programmes. This caters to Gen Z’s desire for interaction and connection with peers, further solidifying their understanding of the material.
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Content preference
Clear, concise and visually appealing content is key. Gen Z appreciates training materials that are easy to understand and don’t bog them down with unnecessary details. Microlearning, which delivers information in bite-sized chunks, is a perfect fit for their busy schedules and preference for on-demand learning. Infographics and visually rich presentations can also help by breaking down complex information into digestible content.
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Delivery preference
Gen Z has grown up with smartphones in hand, making them highly adept at using these devices for almost all their informational needs. To cater to this preference, training programmes should be optimised for mobile delivery, ensuring that learning experiences are seamless on smartphones. This involves not only making the content accessible but also engaging through mobile-first designs that are easy to navigate and interact with.
Tips and strategies for developing effective Gen Z training programmes
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Enhance the onboarding process and promote upskilling
A strong onboarding programme sets the stage for learning and training. It should not only equip Gen Z employees with the necessary skills but also familiarise them with the company culture and expectations. Remember, Gen Z values continuous learning. Demonstrate a commitment to upskilling opportunities during onboarding by offering access to online learning resources, internal knowledge-sharing sessions and participation in conferences and workshops.
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Set clear learning objectives and outcomes
Clearly defined learning objectives and outcomes are crucial for Gen Z, who value purpose and clear career progression. Setting precise goals not only aligns training with business needs but also helps Gen Z understand how their roles contribute to the broader organisational mission. For example, outlining how mastering data analytics can lead to career advancement in the field of marketing and also help earn more profits can enhance their motivation and engage them more effectively in the training modules.
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Leverage technology for engagement
Technology is second nature to Gen Z. Utilise interactive learning platforms with gamified elements to keep them engaged. Learning management systems (LMS) offer a centralised location to deliver and manage training programmes while mobile learning apps allow for on-the-go access. You may also consider incorporating cutting-edge technology like virtual reality (VR) or augmented reality (AR) simulations for immersive training experiences, particularly for roles with a visual component.
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Incorporate gamification and microlearning
Gamification injects fun and competition into training through elements like points, badges and leaderboards, motivating Gen Z learners. Microlearning, on the other hand, offers information in small chunks that are easier to digest and remember, perfectly catering to the quick-paced lifestyle of Gen Z. Combining them can significantly boost their motivation and information retention.
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Customise the programme
Gone are the days of one-size-fits-all training. Gen Z thrives on personalised learning modules developed for their individual needs identified during the recruitment stage. For instance, a candidate with strong analytical skills might prefer having an advanced training module while someone with limited experience may prefer to learn from a foundational programme. Similarly, a candidate who loves meeting people may engage more through interactive simulations; on the other hand, one who likes to spend time on social media may prefer infographics, games and videos.
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Emphasise the development of practical skills
Gen Z has a strong leaning towards real-world applications. Design training programmes that incorporate case studies and simulations relevant to their specific job roles. Online forums, discussion boards or peer-to-peer mentoring opportunities encourage social learning and knowledge exchange. Consider mentorship programmes that connect Gen Z with experienced professionals and create opportunities for project-based learning that allow them to apply new skills in real-world scenarios.
How to keep improving: Leverage data collected during training
The best training programmes are constantly evolving. After creating strategies, data collection during training programmes is crucial for measuring effectiveness with Gen Z learners and improving the strategies. Here are a few data collection methods:
- Pre- and post-training assessments to track skill development by comparing knowledge and competencies before and after training
- Surveys and feedback forms to identify strengths and areas for improvement in training methods
- Completion rates and engagement metrics to evaluate participation and engagement levels
However, just collecting this data is not enough. Companies must use this data to make informed decisions. For example, if low completion rates are identified, companies should aim to gather insights regarding the learning styles of their employees and tailor future training programmes accordingly. Ultimately, the goal is to use data to refine training programmes and create a more impactful learning experience for Gen Z employees, as well as a measurable return on investment for the company.
Conclusion
Designing training strategies for Gen Z is not about reinventing the wheel but rather about adapting existing methods and integrating new technologies to fit the unique learning preferences and values of this generation. By leveraging recruitment insights, companies can not only address the immediate skills gaps but also enhance the overall candidate experience, leading to higher engagement and retention rates. Employers that succeed in creating such an environment are well-positioned to harness the full potential of Gen Z, turning them into a competitive advantage in today’s dynamic market.
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