Want to attract and hire Gen Z candidates? It might be time to review the latest and best recruitment practices and customize your approach.
Over the next several years, Gen Z will be a significant part of the workforce in the U.S. That means now is the time to review your recruitment strategies and put the best recruitment practices in place.
This doesn’t mean you have to start over from scratch. Some of the best practices you have in place are still applicable. For example, relationships are built on trust, whether you’re recruiting Gen Z, Millennials, Gen X, or Boomers. There are, however, differences.
Gen Z has watched their parents struggle through the housing and banking crisis; they’ve seen substantial layoffs by major tech and manufacturing companies; and they’ve come of age in a time when hybrid and remote work became common. Gen Z has also grown up with instant communication, thanks to texting and social media.
Here’s what that means for recruiting.
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The 6 best recruitment practices to adopt today
1. Start early. One of the best recruitment practices, whether you’re working for a specific company or with a recruiting agency, is to start the process early. Get your name or company name out there through fun social media videos, memes, and practical advice. You don’t need to be an “influencer,” but it is helpful to be active so that when you contact your Gen Z candidates, they have at least some familiarity with you.
2. Be precise. Gen Z wants the facts. And they’ll reward you for it. If the hiring process takes three weeks, let them know. Don’t say you’ll get back to them “soon,” because soon doesn’t mean anything. Give them an accurate timeline, and do your best to stick to it. And if you have to extend the process, let them know. Even with so many instant things in today’s world, from streaming to Uber, Gen Z can be patient as long as they know what to expect.
3. Communicate often. Along with being precise, one of the best recruitment practices for hiring Gen Z candidates is to keep them updated on the process. Whether a call, an email, or a text, keep them in the loop.
4. Offer in-depth knowledge. Gen Z candidates want to know what they’re getting into, so the more knowledge you have about a position, the better. This goes beyond just the job duties, though. Your candidates want to know about the job culture, what they’ll be expected to know, and if they’ll have opportunities to learn. In addition, they want to know about job security and what kind of impact they’ll have on the company or team they’ll work with.
5. Make the process easy. An easy hiring and onboarding process benefits everyone, but it’s absolutely among the best recruitment practices for hiring Gen Z candidates. A lengthy and complicated process gives the impression that the job will also be difficult to navigate, leading to less excitement about the opportunity. Again, this is a good recruitment practice for any generation, but it’s a powerful advantage when it comes to Gen Z.
6. Make yourself available. Your Gen Z job candidates have questions. Lots of them. And they’re relying on you to answer those questions. Therefore, it’s in your interest as a recruiter to be available to your candidates. This doesn’t mean you have to be there 24/7 to chat with them, but it is helpful to offer timelines of when you’ll get back to them. For example, you might set up an automatic text response informing them that you’ll be back at work on Monday at 9 a.m. and will respond as soon as possible.
What about phone calls?
With the propensity for texting, should you pick up the phone and call your Gen Z candidates? Yes. In a world of texting, emails, and direct messaging, a phone call stands out. It says that you value the person enough that you’re picking up the phone and calling in hopes of having a conversation with them.
The catch is that you may not get an answer the first time you call. A phone call is unexpected, and unless you get lucky, you’ll likely need to leave a message. However, a snappy, short message can intrigue and excite a potential job prospect. Just be sure to follow up within a day or two so it doesn’t seem like you’ve forgotten about them!
Remember, while there may be some different details in recruiting Gen Z candidates, an open, honest, and active approach can get you and your prospect where you want to be.
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