Gen Z. iGen. Centennials. Post-Millennials. Plurals. Whatever you call them, they are the people who were born in the years from the mid-1990s to around 2015. They make up 25% of the population, and they are unique.
From sharing “snackable” content to live-streaming events, here are five fresh ideas for recruiting your next generation of talent.
It’s Never Too Early To Start Recruiting
Gen Z is interested in entering the workforce earlier than previous generations. A survey performed by Universum in Stockholm reveals that almost half of the 50,000 members of Gen Z who were surveyed plan to enter the workforce immediately after high school. And 60% said they’d be keen to have employers offer education in their chosen field rather than go through the traditional university degree route. University’s loss can then be your asset gain with a dedicated employee.
Because work-life balance is a top priority with Gen Z, it’s essential to understand that, unlike previous generations, Gen Z would instead work fewer hours and make less money. Therefore, emphasizing value, such as flexibility in growth and career options, when communicating, will be more critical than ever. Members of Gen Z aren’t focused solely on the job today. They are looking at what the job has the potential of becoming in the future.
A common element of Gen Z is its entrepreneurial spirit. This generation wants to create new ideas rather than follow others’ dreams. If you want members of Gen Z to follow instead of lead, then implement methods to ensure that their voices and ideas are heard and validated, beginning with the recruitment period.
Gen Z is the post-9/11, fully digital generation. Members of this generation grew up on a diet of cell phones and instant messaging. According to FlexJobs, many of them learn best through online platforms. They respond to visuals and face-to-face communication. So, think of visual platforms such as YouTube, Snapchat, FaceTime, or Skype when drafting communication plans. Relying on telephone communication won’t attract top generational performers.
Flexibility In The Workplace
Gen Z is not the 9–5 generation. Because Gen Z was raised on technology and mobility, it is vital to have a flexible workday to attract and retain top Gen Z talent. Working flexible hours will provide them with the opportunity to accommodate the passion-projects so intrinsic to their identity.
Don’t pursue Z-candidates via their Twitter or other social media accounts; they’re more focused on building a relationship. Begin by developing your brand, then engage them through brief messaging. This type of snackable content is preferred over big-budget ad campaigns that are less likely to resonate with this generation of connectivity.
Gen Z Strategy
If you want to attract top post-millennial talent, you’ll need to cultivate a definitive Gen Z strategy that includes:
- Communicating why this job matters; what they can expect to accomplish in this role
- An associated social principal or mandate (provided you have one)
- Ability to take full advantage of their entrepreneurial spirit
- Snackable communication methods that employ the inclusion of emojis (◑‿◐) and gifs
- Fully utilizing multiple social media channels — including Instagram, Twitter, Facebook, Snapchat, Whisper, and Tumblr — to communicate your job vacancies
- Using live streaming platforms such as YouTube, Google Hangouts, and Skype for face-to-face conversations and relationship development