Niche RecruitmentHow To Recruit Gen Z

Posted by Niche Recruitment
21st July 2022

How To Recruit Gen Z

Not So Little Anymore…

Gen Z aren’t the babies anymore! By 2030, the amount of Gen Z workers will have tripled and will dominate 30% of the global workforce. So how do you attract the vital resource to plug the talent gaps in your business? We have some tips on how to recruit young talent.

Digital Natives

Born from 1997 to 2012, this generation doesn’t remember a world without the internet, phones, and video games. For these digital natives, a seamless and up to date digital experience is a must. 54% of Gen Z candidates say they won’t even apply if your recruiting methods are outdated.  Luckily for our clients, we use a bespoke application system and video interview service. Click here to read more about what we do here at Niche. This translates to the speed in which processes are expected to happen, 17% of Gen Z job seekers expect an offer less than a week after the first interview. If your process includes second or even third stage interviews, this of course is a little different. However, quick decision making after final interview and consistent communication is key. Let go of clunky and out of date processes if you want to keep people engaged and interested.

Values? What Values?

As the most diverse and most educated generation ever, Gen Z look for socially conscious employers. Make sure inclusion and diversity is a pillar holding up your team. Take a look at what your company does to support accommodations for differently abled people, mat and pat leave, diversity training, and mental health & wellbeing initiatives. 80% of Gen Z say that while looking for a new role they’re seeking alignment with their values. However, it’s important to note – Gen Z will sniff out “empty” inclusion and diversity efforts. Make sure you implement these processes with genuine care and effort to avoid appearing as if it’s all a brand tactic. We have access to gender bias decoders for our job adverts – meaning we can help make sure your adverts aren’t accidentally discriminating with language choices.

Work Life Balance

Gen Z want flexibility, authenticity, and room to grow. With the older chunk of Gen Z graduating around the pandemic, hybrid and remote work is the norm for this generation. With the majority of companies offering hybrid work as a minimum, if your position isn’t part of that group, don’t be surprised if your job advert is ignored by the wider workforce, not just Gen Z! Hybrid and remote working became the norm across many sectors since the perfect storm of Covid, The War on Talent, and the talent shortage hit our shores. This became an incredibly important factor in the work life balance aspect that is held up by millennials and gen Z as one of the most important factors when looking for and staying in a role. Clear and solid boundaries between work and life is massively important – if your business has the kind of culture that doesn’t allow your colleagues to “switch off” it will be incredibly difficult to attract or retain younger generations. If you’re hesitant about implementing hybrid or remote teams, click the button below to access our free HR report on how to optimise your processes!

FREE REPORT

Experience Inflation

From Gen Z’s perspective, entry level positions shouldn’t be demanding 3+ years of experience. This issue is causing a talent back log for Gen Z and hiring managers. We understand wanting experienced people in your team to make onboarding seamless, however this is keeping qualified candidates shut out. Consider if you can reassess your more junior roles to hire on qualifications and potential rather than experience. This will open the door to Gen Z and allow you to take advantage of the wave of talent available.

Entitled? No, Self-Assured!

Gen Z job seekers also know their value: a Kronos study revealed almost one third believe they are the ‘hardest working generation’ ever: another 36% say they ‘have it the hardest’ when entering the workforce compared to those before them. Qualification and experience requirements are higher than ever, many roles that previous generations gained with relative ease now demand extensive qualities. Only 4 in 10 believe that their education has prepared them for the working world, and rightfully so — 65% of students in primary school today will end up in jobs that don’t exist yet. Organizations aware of these trends can better attract and retain Gen Z.

Where To Find Them?

Going directly to the source of Gen Z is an opportunity Niche can provide. We have access to university job boards around the country, allowing your jobs to be seen by fresh waves of graduates entering the job market before anyone else’s. Along with our bespoke job advert writing, Niche can ensure that your job roles are the most appetising dish on the buffet provided to Gen Z as they enter the market as a valuable resource.

Retention

Gen Z on average will stay in a position for three years – this doesn’t represent flighty personalities, but an eagerness to explore and climb the ladder – as its currently seen as easier to get a more senior position in a new company than their current. If you want to avoid this, check out our blog on how to retain your top talent.

Updates and Feedback

As mentioned above, with expectations for an offer to come in within a week after an interview, the threshold for communication requirements are higher for Gen Z. Use a multi-channel approach for communicating regular updates in the hiring process including feedback, explaining any delays, and re-assuring the process is still moving.

Messaging

Consistency is key with this market. Gen Z are used to being bombarded with messaging on their phones, televisions, and day to day life. Keep your messaging clear, concise, and truthful. Younger generations are much less forgiving than their predecessors when it comes to company values or messaging being “inflated” for advertising. Although social media is a great way to connect to your audience, email is still king when it comes to important outreach, as Gen Z use this space nearly exclusively for important communication. Save your most important contact -job offers, contracts, interview requests etc for emails.

Refiguring your attraction plans can be overwhelming, so take this blog as a guide and work through it as checkpoints to reassess your vision. It could take time, effort, and a bit of budget to attack the bigger aspects of Gen Z hiring attraction, but there are multiple ways to start small and make impactful changes. While the responsibility to make company changes will be on you, here at Niche we can lessen the weight on your shoulders and provide bespoke candidate attraction services. With two Gen Z’s in our marketing team ( Izzy and James) we can provide specialist insight. Get in touch if your job adverts are being ignored by the resource that are Gen Z, we can help!