Born into a technological world, and raised in the era of entrepreneurship, Generation Z has entered the workforce. Gen Z’s eldest members are but 22 years old – yet many have been self-employed since their teens – selling clothes on eBay or cashing in on a successful YouTube channel. Distrustful of corporations and wooed by immense diversity, members of this generation are not the typical job applicant. This shift from a me-first Millennial mindset to a more inclusive worldview is sending companies scrambling to adjust their recruitment strategy. Here are 3 ways organizations are competing for top talent in their twenties.
Much like a romantic relationship, Generation Z wants to get to know the companies courting them before making a commitment. Born digital natives, members of Gen Z are the most likely to research a company online before applying. Organizational culture, brand reputation, benefits, job security, salary, perks, commitment to diversity, and the employee perspective all top the must-know list for Gen Z before even submitting their resume. Savvy companies competing for these workers often use sites like Instagram, YouTube, Glassdoor, and Indeed for touting team benefits, but the proof is in the process. Background screening prospective employees falls under HR due diligence, but according to HRO Today, the manner in which it’s handled can make or break the deal; employers leveraging a robust and technology-enabled employee screening process can impress top talent and differentiate themselves among the competition.
In a recent study asking Generation Z to rank their top three priorities in finding a full-time job, 64% ranked growth opportunity as number one. With employee retention tanking globally, companies must offer robust learning and development programs to keep Gen Z workers in place. More than any other generation, Z craves positive feedback and recognition for their contributions. Immersing these workers in education and chances for advancement makes them feel valued and appreciated and far more likely to stick around. The most successful companies are catering to Generation Z’s love of tech – and eight-second attention spans – by crafting on-demand eLearning modules clocking in under 15 minutes at a time.
Unlike uber-social and collaborative Millennials, Gen Z prefers to work alone. Alone doesn’t mean isolated, however, as these employees actually prefer communicating face-to-face…just not in person. Gen Z-friendly companies understand that these kids grew up in the gig economy – give them a project and they’ll run with it – preferring to check-in via video services like Facetime, Hangouts, Skype, or Zoom. Acutely aware of the Great Recession of 2008 (from watching their parents struggle) Gen Z values job stability far more than Millennials, yet 72% fully expect to work for themselves one day. Competitive companies nurturing Gen Z’s determination and entrepreneurial spirit, through mentorship and coaching programs, are rewarded with loyalty developed through trust and cooperation.
As the world changes, companies are learning that their recruitment methods must too. Outdated hiring processes, text-heavy manuals, and you’re lucky to work here sentiments are the fastest ways of running young workers away from a business. Companies competing for the top talent from Generation Z must be mobile, inclusive, interesting, authentic, trustworthy, and most of all…human.