With massive cultural shifts in technology and social justice, paired with the ongoing labor shortage, it’s no surprise that the hiring tactics of yesteryear aren’t working like they used to. Because of this, Talent Acquisition professionals must make conscious changes to the hiring process to appeal to Gen Zers (born between 1997 and 2012).
Check out our five recruitment strategies to attract Gen Z workers.
Attracting a high volume of Gen Z workers starts with a strong social media recruitment strategy. According to a Pew Research Center survey, the top social media sites among 18- to 24-year-olds are Instagram, Snapchat, and TikTok. In order to target Gen Z, Talent Acquisition professionals must consider allocating time and budget specifically to these particular social media platforms.
While Snapchat and Instagram offer traditional digital advertising opportunities for recruiters to post and promote jobs, TikTok has launched TikTok Resumes, a program designed specifically for job seekers on their platform. With TikTok Resumes, users are encouraged to apply for jobs with participating brands by posting a video “resume” and using the hashtag #TikTokResumes.
Whether your team prefers to post ads or participate in a more experimental program like TikTok Resumes, it is imperative that you keep your finger on the pulse of the social media platforms that are most popular with Gen Z.
According to a study by The Center for Generational Kinetics, 95% of Gen Zers have a smartphone and 25% have had one since before the age of 10. As true digital natives, Gen Zers are accustomed to using their smartphones for just about everything!
Cater to younger generations’ phone habits by ensuring that your entire application process can be completed on a smartphone. A mobile-friendly application process allows you to meet Gen Z applicants where they are—on their phones!
As Gen Zers enter the workforce, they naturally look for entry-level positions to gain experience. One way to attract more applicants and retain employees is by focusing on creating clear career paths at your company. Make it clear to applicants that while they may be applying for a more junior role, there will be opportunities down the line to take on more responsibilities, like managing a team. Companies that offer guidance towards career development will win employees during the labor shortage over those that do not.
In the U.S., Gen Z is the most racially and ethnically diverse generation we’ve ever seen. While diversity, equity, and inclusion (DEI) should always be a priority at your organization, make sure your Talent Acquisition team thinks critically about how to infuse the hiring process with inclusivity.
One place to start is your careers page! Be sure to highlight current employees from diverse backgrounds and showcase DEI programs prospective employees can participate in once they’re hired. Shedding extra light on your company’s DEI offerings can help you stand out among a sea of employers.
One final way employers can attract more Gen Z applicants is by offering flexible scheduling, especially when it comes to hourly positions. As many Gen Zers are students, it’s imperative that your Talent Acquisition team considers allowing employees to schedule work around their class schedules, and trade shifts should they need time off to study for an upcoming exam. By accommodating tricky student schedules, your company can boost the number of employees you’re able to hire drastically.
As Gen Zers continue to join the workforce, it’s important to consider the ways you can cater your hiring strategies to accommodate the unique needs of their generation.
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