Generation Z includes all those born between 1997 and 2012. The 20 somethings of this generation were poised to join the adult workforce when Covid-19 struck. According to data from the Organisation for Economic Co-operation and Development (OECD), Gen Z has been hit the hardest by global unemployment.
With the economy reviving, youngsters are relooking at the world of work and their expectations from it. They are raring to go and are eager to overcome all pandemic hurdles. In fact, by 2025, this generation is expected to make up 27 per cent of the global workforce.
Gen Z is the first generation of digital natives. Technology permeates all areas of their lives and their social media presence is prominent. Right or wrong, social media shapes their opinions about most things.
Tapping their talent and harnessing it effectively has become a strategic necessity. Candidates of this generation are vastly different from their predecessors — the millennials, and organisations have been forced to rethink their recruitment strategies.
Of the many ways to recruit Gen Z, there are a few that are very effective.
- Invest in the culture of the organisation: Gen Z is quite particular about the values of an organisation. In addition to a great salary, they want to be associated with an organisation that has strong values and is innovative, transparent and committed. An organisation must invest in creating a strong culture to successfully attract them.
- Focus on the role, not the brand: Gen Z is more interested in the work they will do, not the name of the organisation. They would rather work in a role that is interesting and challenging at a lesser known organisation than be a mere cog in a well-known organisation. This generation strives to find purpose in their lives. They must be able to visualise personal and professional growth. An organisation must define job roles clearly to attract the best talent.
- Connect early and often: Even without an immediate opening, over 80 per cent of Gen Z agree that it is important to establish employer connections. Organisations should reach out to promising candidates whenever they come across them, they would appreciate being in the loop. They are keen to associate with organisations that use digital communication and tools regularly.
- Build a strong social media recruitment strategy: Gen Z is conscious about building a strong personal brand online. Over 50 per cent of college students agree that it is an important part of building their career. Recruiters must be equally competent about negotiating their way online.
- Make the application process easy: To attract the best, organisations must make the application process hassle-free, user-friendly and possible through any device, smartphones being the device of choice. In fact, 54 per cent of Gen Z candidates have declared they will not apply if an organisation has outdated recruiting methods. Therefore, organisations must build strong online marketing strategies and make them attractive enough for this generation to spread the good word.
- Make location irrelevant: Before the pandemic, location was important but post-pandemic, priorities have changed. Gen Z is willing to relocate for the right reasons although a large percentage would prefer to work remotely. Organisations must embrace the idea of location no longer being a tipping point.
- Diversify: Gen Z is conscious about being part of a diverse workforce and would prefer to be part of an organisation that makes an effort to include people who are racially and ethnically diverse. Organisations must make an effort to hire without bias and in fact, boost diversity.
- Consider the long-term: Contrary to popular perception, candidates from Gen Z are not looking at hopping jobs frequently. In fact, most of them are looking for opportunities with long-term potential. Only 6 per cent have indicated a preference for participating in the gig economy after graduation.
- Offer flexibility: After salary, perhaps one of the most attractive perks that can be offered to Gen Z candidates is flexibility. An organisation must clearly state its policy on leave and working style, whether hybrid or remote. While this generation of candidates is willing to work hard, they refuse to risk burnout at their first job.
Other than the health concerns brought on by the pandemic, Gen Z faces some of the greatest environmental, social and economic issues in history. And this generation does not hesitate in raising its voice and calling for change.
Gen Z has witnessed the pandemic cause major upheavals in certain industries and quickly adjusted its career plans to align with the new job market. Organisations must realise this too and find ways to attract the best talent.
Most employers already understand that modern technology is key to attracting the top talent, to speeding up the recruiting process and effectively meeting the tech-first expectations of millennial and Gen Z candidates. Organisations must invest in the right solutions to offer a strong candidate experience as well as streamline the hiring process.
The Hirepro campus hiring workflow offers an effective remote hiring platform that can be used by everyone involved in the hiring process. It is smooth, fast, fraud-proof and secure.