4 tips for recruiting Generation Z talent.
Useful tips for recruiting Generation Z talent.
The first tip is to emphasize your company’s core values. When choosing employment, previous generations primarily considered compensation, benefits, and reputation. Naturally, these remain important factors.
However, Gen Z also places significant emphasis on workplace culture, diversity and inclusion. Be sure to clearly communicate how your company supports work-life balance, diversity, equity and inclusion at every level.
It is crucial Gen Z understands not only what they will gain financially from your organization, but also how their skills and passions can contribute to your company’s social missions and responsible business practices. Leveraging social media to authentically convey these messages will help attract outstanding Gen Z candidates who seek employers dedicated to values that align with their own.
The second strategy involves leveraging influencers in recruitment advertising and corporate promotion. Historically, some enterprises advanced their brand through partnerships with celebrities like actors, sports stars, and musicians.
However, in today’s environment, many individuals encounter recruitment communications through social media platforms. Collaborating with influencers who share comparable values to the organization has the capacity to positively affect prospective applicants.
By pinpointing and collaborating with influencers aligned with the company’s purpose and work culture, recruitment marketing initiatives can be strengthened. Aligning promotional efforts with online personalities that resonate with the target demographic on social platforms can help spread the word about open roles and internships. Their endorsement of the company’s mission and jobs may spur interest from qualified candidates who admire the influencer.
Third, simplify the hiring process.
Streamlining the recruitment process means only collecting the necessary information required by the company. Many large firms allow applicants to apply directly using their online profiles and resumes posted on job boards. However, some large corporations may still require re-entering basic details, work histories, and statements when applying through their own websites.
According to an overseas study, conversion rates from prospective job seekers to actual applicants increased by 365% when the application took less than 5 minutes to complete. Therefore, streamlining recruitment is worth considering for companies receiving few applications.
McDonald’s Australia gained significant attention by utilizing Snapchat for young crew member recruitment. Applicants submitted 10-second video clips through the Snapchat app, resulting in nearly 3,000 applications in just one day – a fourfold increase over traditional methods.
While this approach may not be feasible for all roles, streamlining recruitment where possible can dramatically cut costs and time-to-hire.
Last, consider utilizing text messages as an alternative to phone calls during the hiring process. Providing a thorough explanation via phone call when making an offer is recommended, as phone discussions allow for more precise and comprehensive conveying of details than other formats such as text or email.
Younger applicants may favor text messaging over phone calls and often do not respond to calls from unfamiliar numbers due to a social trend referred to as telephobia.
This emerging preference amongst certain demographics is an important factor for companies to acknowledge within recruitment procedures.
This post was written based on a LinkedIn post. Here is the original link:
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