Everything You Need To Know About Recruiting Generation

Everything You
Need to Know
About Recruiting
Generation Z
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adipiscing elit. Maecenas porttitor congue
Everything You Need to Know About
Recruiting Generation Z
Adi Mardianto Soekirno, S.Psi, MBA
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Generation Z is digital. They don’t recall a world without the
internet, smartphones or video games. They have been exposed
to the global marketplace of ideas and commerce. These Meet Generation
workers know the possibilities are endless, and intend to make
their mark. Z job seekers
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.
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.

Millennials vs. Generation Z: key recruiting
differences
Generation Z Millennials
Gen Z’s most popular college majors Millennials’ most popular college
are science, healthcare, and majors are science, business and
psychology/social healthcare. Millennials studied
science. Engineering is on the rise: the psychology at less than half the rate of
number of engineering majors has Gen Z.
doubled between Gen X and Gen Z.
Millennials’ top industry choices are:

Gen Z’s top industry choices are: Education, healthcare and social
healthcare and social services, services, and information technology.
education and professional and
business services. Gen Z is more
likely to want to work in the federal
government than millennials.
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Millennials vs. Generation Z: key recruiting
differences
Generation Z Millennials
Occupations in arts, design and media Millennials’ top occupations are:

are attractive to Gen Z, with three education, training and library,
times more Gen Z-ers choosing these computer and mathematical, and
occupations than Gen X or Student business and financial operations.
Millennials.Even as Gen Z picks
Millennials’ most important factors
business less as a college major, they
when deciding to accept a job are:
are choosing sales occupations two
salary, work-life balance, and career
times more than Gen X or Millennials.
growth opportunities.
Gen Z’s most important factors when
At a minimum, Millennials expect the
deciding to accept a job are: Salary,
“Big 3” employee benefits: medical
work-life balance, and job duties
insurance, paid time off and retirement
they’d be working on.
savings.Aside from the “Big 3,”
At a minimum, Generation Z expects Millennials are looking for bonus
the “Big 3” employee benefits: medical incentives, student loan repayment and
insurance, paid time off and retirement maternity and paternity leave.
savings.Aside from the “Big 3,”
Generation Z is looking for maternity
and paternity benefits, student loan
repayment, and tuition reimbursement.
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Employee referrals are Gen Z’s #1 job source.
Over 60% of Gen Z students say referrals from current or
former employees are their favorite way of learning about
potential employers.
On-campus career fairs are still king.
How and where
Gen Z candidates still value face-to-face communication, and
rank college career centers and hiring events
Gen Z searches
nearly twice as high as their Millennial counterparts when it
comes to favorite job sources. for jobs
Recruiters are trusted advisors.
Gen Z job seekers rank their relationship with their recruiter as
the most important factor when deciding whether to accept an
offer. Take time to build more meaningful, personal
relationships.
Gen Z plans to move on from their current employer in
three years or less.
Account for job hopping by investing in a strong
talent community, portraying an accurate employer experience Lorem ipsum dolor sit amet, consectetuer
throughout the recruiting process, and focusing on adipiscing elit. Maecenas porttitor congue
benefits that matter.
.
Gen Z communication preferences
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Gen Z recruiting strategies
1.Double down on campus recruitment.

Maintaining strong relationships with colleges and universities is crucial to connecting with Gen Z
talent. Increase efficiency by accurately measuring KPIs and employing recruitment event best
practices.
2.Improve your career site.
Your career page is the foundation of your recruitment marketing strategy, especially for digital-
native Gen Zers. Use these best practices to highlight the most important information, modernize
your website and attract more candidates.
3.Personalize your communication strategy.
Ask students to join your talent community before they apply, and share content based on their
indicated interests. During the interview process, send frequent updates to let candidates know
about their hiring status. And when it comes time to make an offer, send a small care package that
speaks to your new hire.
4.Update your job descriptions.
Generation Z has a new set of priorities when it comes to what’s most important at work. Use
these job description best practices to make your open role postings more appealing to the newest
wave of job seekers.
5.Build an employee influencer network.
Gen Z relies on referrals when looking for potential employers, so lean on your current employees
to attract young talent. Invite team members to share their work lives on social media, and post
when you have new open positions. Feature your employees’ content with candidates for a more
authentic view of your company culture.
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Build your own Gen Z recruiting strategy.
Generation Z and technology
Researching potential employers

Make it easy for candidates to learn about your employer brand, find the right positions, and apply with
a stand-out career page.
Attending career fairs
Recruitment events software makes it easier for students to check in at employer booths quickly, share a
digital resume, and hear back from employers as soon as possible.
Applying for jobs
Job boards software can simplify the application process with mobile-friendly solutions that allow Gen
Z candidates to apply from anywhere, on any device.
Scheduling screenings and interviews
Interview scheduling software significantly decreases one of the most time-consuming parts of the
interview process, and moves candidates through the pipeline faster.
Completing screenings and interviews
Video interviews offer flexibility and allow Gen Zers to connect at a time that’s convenient for them,
while still offering the face-to-face communication they crave.
Waiting to hear back after an interview
Candidates stay engaged and learn more about your organization with automated and customized
email and text communications, while employers use candidate evaluation solutions to speed up the
decision-making process.
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What does Generation Z want in the workplace?
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How to best manage Gen Z in the workplace
By now, the recruiting differences between Gen Z and their older counterparts is
clear. But how do all of these job search and workplace expectations apply to
supervisors?
Knowing how to manage Generation Z may require some additional training,
even for seasoned supervisors. Gen Z is looking for meaningful work with an
opportunity to solve problems and have an impact. Providing these opportunities
may be key to retention.
Consistent feedback – even daily – rates high on the list of how to motivate
Generation Z students. This demographic is planning for their future, and job
mobility is also a top priority. Continuous learning must be at the forefront of
your company’s list of must haves to keep Gen Z engaged and motivated.
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Diversity and inclusion for Gen Z
Called the most diverse and best-educated generation, Gen Z knows they want to
work for a socially conscious employer. They look for diversity in an organization
:
86% of Gen Z job seekers cite a company’s commitment to diversity as an
important factor in deciding whether or not to accept an offer.
More than two-thirds would be reluctant to accept an offer if they didn’t meet
any underrepresented employees during the interview process.
Once hired, 78% would consider finding a new job if they found their employer
wasn’t committed to diversity in the workplace.
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• Generation Z is digital. They don’t recall a world without the internet, smartphones or video games. They have
been exposed to the global marketplace of ideas and commerce. These workers know the possibilities are endless,
and intend to make their mark.
• 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. 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.
22
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Everything You

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Millennials’ top industry choices are:

Occupations in arts, design and media Millennials’ top occupations are:

1.Double down on campus recruitment.

Researching potential employers

• Lorem ipsum dolor sit amet,

• Nunc viverra imperdiet enim.

• Pellentesque habitant morbi

Title1 Title2 Title3 Title4 Title5

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