Every 15 to 20 years, a new generation of job seekers enters the labor market. Most employers are usually unprepared or don’t carry out their research concerning the new generation. What follows is a host of readjusting, unlearning, and relearning what makes this new generation tick. In this article, we explore generation Z and some ways of recruiting them.
Who Are Generation Z?
Generation Z workers were born after 1995 and are vastly different from Millennials or, to be a little specific, the Gen Y. To start, Boomers raised Millennials when the economy was booming and stable. In contrast, Gen X raised Gen Z children in and around the financial crises, making them a bit more cautious in spending and more job security conscious.
This is one of many characteristics of this generation. In the next heading, we will look at their other characteristics.
Source: McKinsey & Company
Characteristics
To recruit this generation of talents, you must first come to understand them. Understanding them will entail going through their traits. In this section, we will look at their attributes.
Source: danielabascelli.com
- Competitive
A research carried out in 2017 by David Stillman, author of the book “Gen Z @ Work: How the Next Generation Is Transforming the Workplace.” Seventy-two percent of Gen Zers admitted to competing with their colleagues at their workplace. This competitive nature is likely because of their upbringing.
Unlike the generation before them, they had to learn to thrive and strive to survive. Most of them were coming of age during the recession, so forming this mindset isn’t surprising. This mindset presented the notion of them competing against the world.
- Work as Individuals
The Gen Z workforce prefers to work alone instead of working in groups. According to Rothman (2018), they prefer smaller groups if obliged to work with others instead of large groups.
This behavior ties closely with their competitive nature. They prefer to be independent and work in their office space. So, generation Z jobs openings should focus on this.
Gen Z workers also want to be rewarded for their efforts and acknowledged for their achievements. Gen Z has the urge to be seen by others, so they work towards personal merits. This behavior is in stark contrast to the millennials – who encouraged teamwork, sharing ideas, and open space offices.
- Confident In Themselves
A Survey by Yello showed, 66% of Gen Z students believe they will get a job offer after graduating college. A Kronos study also revealed 36% of Gen Z believe they are the most “hard-working generation.” They are also aware of what they want from the workplace.
Because of these, they are big into customizations of their jobs, and they want their job to fit into their plans and career paths. A study showed 64% of Gen Z’s would prefer to customize their career path than have a company plan it on their behalf.
- Tech-Savvy Generation
Nicknamed the natives of the digital age, Gen Z is, of course, good with tech. So much so that a study revealed some of them won’t even consider applying to a place if they feel their recruitment methods are outdated. Ninety-one percent of the participants said they would prefer to work in a tech-driven company – For a generation of workers that grew up in the digital age, none of these statements seem unsurprising.
- Entrepreneurship Spirit
Gen Z grew up in a time when information became available at the click of a button. Gen Z is also educated compared to the previous generation – with 84% of Gen Z participants planning to attend college. The combination of easy access to information and being educated has seen them look towards the entrepreneur route. Over 75% of Gen Z believe they will start a business one day, with some going as far as wishing their hobbies could become a Job.
The entrepreneurship spirit may also be because of trying to figure themselves out. Social media has an enormous influence on this generation, and they suffer from “FOMO” (Fear of Missing Out). So trying out new trends is a practice you will see a lot with this group.
- Social Service
Gen Z grew up in a time where they had a lot of social movements. The #BlackLivesMatter and #MeToo movements were two of the biggest in the last ten years. For many zoomers, after securing a job comes their service to humanity, animals, and nature. The presence of social media has given zoomers the tool to monitor, take part, and drive progressive social movements.
- Communication
For a generation that is so digitally inclined, the preferred communication channel for most Gen Z is face-to-face communication. A study by Yello revealed that 51% of them prefer face-to-face communication.
Recruiting Generation Z
Generation Z recruitment comes when there is a high skill gap in the labor market, the recruitment power shift from companies to job seekers, and when the world is recovering from the pandemic. The good or bad news is (depends if you are the recruiter or job seeker) these job seekers know about it, and they will take advantage of it. Where your power as the recruiter lies is in understanding the latest trends and using this to your advantage. Below, we discuss how to recruit the Gen Z workforce effectively.
- Regular Update on the Recruitment Process
One of the prominent characteristics of this generation is they aren’t patient. Candidates want updates on their application status quickly and regularly. Studies have shown applicants who don’t receive regular feedback on their application will lose interest. It can also lead to a negative candidate experience.
This action is already known and spoken of in the recruitment community. If you want to succeed as a recruiter, you must keep in touch with them during the recruitment process. This speed also applies to the recruitment process.
Gen Z doesn’t like long recruit processes, and they prefer a fast and concise recruitment process to a lengthy and cumbersome one. It’s best to streamline the recruitment process to have a better chance at recruiting them.
- Security and Good Pay
Source: Yello
Surveys show that one of the principal driving factors for hiring Gen Z is job security. They look for a good salary package that includes medical insurance and paid time off. Recruiters armed with this knowledge can be direct about the security of the job.
There also can be additional pecks like a bonus for a job well done and even social and environmental tied rewards as suggested by this open letter written by a Yale student. Doing this will tick job security and the cravings to be seen by others for a job well done.
- Social Responsibility
Like we highlighted in the characteristics of a zoomer, they have a heart for social service towards the earth. And they want the company they plan on working for to be involved in such activities – whether it’s taking a stand on what’s socially correct or making plans to help the earth.
Recruiters, knowing this, should inform the candidate at the early stage of the interview of their company’s position regarding social activities. Bringing it up early in conversations may score you extra points with the candidate. If not, the recruiter knows early enough if the candidate is not interested in the job.
- Presentation
Recruiting Gen Z will mean being up to date with the tech of the age. It’s easy for this set of people to identify companies that don’t put in the effort to improve themselves technology-wise. An outdated home page, using older models of computers, or even the mode of communication may all be examples of turnoffs for recruiting this generation.
Recruiters will put themselves at the forefront if they pay attention to how they present themselves tech-wise as a company. Having a properly designed website, a social media presence, and using an acceptable level of computers or tablets can help convince this workforce. If you are an external recruiter, advise HR of the latest trends to help capture these zoomers.
- Communication
Zoomers are a social generation, and they want to communicate often with you. Put in the effort to establish proper communication with them, remember they like to feel special, so build a relationship with them. Be someone they can trust and open up to about their job-seeking problems.
Doing this will earn you some valuable points in their good books and a lifetime friend. A study showed Gen Z likes to mix it up when communicating. Zoom calls, texts, and emails will all be accepted and appreciated forms of communication.
Where to Find Generation Z to Recruit
There are different methods in recruiting Gen Z, but with many of them still in school, it takes more than sifting through LinkedIn profiles to attract and recruit the best talents. Here are some ways to recruit the next generation of workers.
- On-Campus Career Fairs and Hiring Events
They may be one of the oldest recruitment methods, but they are still effective. Generation Z ranks them high, and although you may need some marketing strategies on how to carry them out, it is still a practical way of attracting and recruiting talents.
- Online
Still the most popular and used form of recruitment, also, using online tools can take your recruitment process to the next level. With the amount of tech and information available to recruiters online, it isn’t strange to see this is the number one way recruiters contact Gen Z.
Online will include job board platforms, social media networks, and tools to carry out the recruitment methods.
- Referrals
Research shows over 60% of Gen Z say referrals from previous or present employees were their way of finding a new job. Recruiters can tap into these by asking for referrals from those they know about recommended talents. Gen Z is more likely to open up to discuss if you come from a referral than randomly contacting them.
- Through Advisors or Advising
A study showed that Gen Zers are open to being mentored. It isn’t surprising that they take recruitment advice from their parents, mentors, or recruiters. It’s a dicey one for a recruiter, hence why it is last, but you can recruit them by advising them to work for your company or client you represent.
A Challenge or Luck?
In conclusion, Gen Z being either a challenge or lucky depends on our approach. When the Millennials came into the scene, recruiters and businesses were reactive. This time there is the opportunity to be proactive. And even though some are already in the workforce, we can still correctly prepare for others that will follow. During this period, it will be tricky because of the Great Resignation, COVID-19, and how economies have been slow, but it is still possible to get the best from this lot. All in all, it doesn’t matter what’s the hardest working generation, we all need to do our best when it comes to recruitment.
Image source: pixabay.com
