Published: Apr 27, 2021Time to read: 6mins Category: Recruitment

How to Attract the Next Generation of Talent

With many changes to the recruitment landscape over the last couple years, HR professionals need to be ready for another big one: the incoming Gen Z population. As this cohort prepares for the next phase of their lives, leaders should be prepared to adapt their recruiting practices. For instance, rebooting career sites or beefing up your company’s social media presence. Keep reading to find out how you can successfully attract this next generation of talent.

College graduations are just around the corner, which means millions of young people—most of whom are part of the Gen Z cohort—will enter the job market.

Recruiting the right candidate for job openings at your company is a far different endeavor than it was a year ago. The pandemic has upended how we live and work, so much so that we now refer to our current reality as “the next normal.” Employees may work on site in an office. Or they may work virtually, and live anywhere in the US—or the world. Or maybe they will take advantage of a flexible arrangement that includes both on-site and virtual work scenarios.

There’s no doubt that this new normal can be a challenge for HR teams. Even before the pandemic, the emerging workforce was significantly different from what people used to think of as a traditional work environment. For the Gen Z cohort, technology is as much a part of their lives as sleeping and eating. Nearly every Gen Z member—96%—owns a smartphone. It’s also the most diverse cohort, with 48% non-Caucasian.

Looking specifically at the work environment, Gen Z members tend to value flexibility in their work schedules, autonomy, and constant feedback from their managers. They want to work for a company that shares their values and that’s invested in their career advancement.

So how do companies find the right candidate for their openings in this new environment? Flexible, scalable recruiting technology is the solution.

This is a quote: "Gen Z members tend to value flexibility in their work schedules, autonomy, and constant feedback from their managers. They want to work for a company that shares their values and that's invested in their career advancement."

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Transforming the Recruiting Process

Most of the time, the employee experience begins with the recruiting process. This isn’t just the candidate’s opportunity to shine; it’s also your company’s opportunity to create that stellar first impression and spotlight its unique characteristics.

But leveraging traditional job recruiting processes won’t get you there. We are, after all, in the new normal. Ensure your company stands apart from the thousands of companies also looking for the best candidates.

Begin with your social media channels. Gen Z is checking out your company on Twitter, Facebook, Instagram, and LinkedIn before applying for a job. Make sure these are current and reflect your company values. Most of all, make them engaging. Consider, for example, sharing videos of your employees—both those who’ve been there awhile and newer hires—talking about why they love working at your company.

Keep in mind that the entire recruitment process is a reflection on your company. That’s why PeopleFluent’s talent acquisition platform supports recruiting tools like integrated collaboration, video interviews, scorecards, and texting capabilities. These nifty features allow your recruiters and hiring managers to easily attract, select, and hire the best talent.

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How to Recruit Gen Z Candidates

Texting and video are must-haves for today’s recruiting process. Our platform lets you schedule interviews, send invitation links for candidates to self-schedule or create SMS templates and questionnaires, all sent via text. Video interviews let you showcase your employer brand and culture and improve the candidate and onboarding process.

Given the competition for good candidates, consider opening up job opportunities to those who have the skills to do the job, rather than just those who have the “right” degrees.

When speaking to a candidate, emphasize the opportunities for internal career mobility. Speak to the company’s values, highlighting your commitment to creating a culture that is diverse and inclusive and that respects the work and personal lives of its employees. Discuss how your company supports the mental and physical health of its employees, demonstrated by internal programs that support wellness. Invite the candidate to check out your company’s social media platforms as a proof point of your company’s values.

And finally, demonstrate that you care about the individual throughout the recruitment process. Be respectful—if a potential employee reaches out to you, answer the email or text as quickly as possible. Give feedback about the interview and the opportunity. Perhaps this candidate isn’t right for the job. But he or she might have a friend who is, or who applied for a different job with your company. A negative recruiting process can be a deal-breaker for a job candidate.

This is a quote: "Demonstrate that you care about the individual throughout the recruitment process. Be respectful—if a potential employee reaches out to you, answer the email or text as quickly as possible."

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Creating the Culture to Keep Your Best Talent

Once you’ve onboarded your new hire, you’ll want to make sure your new Gen Z hire plans to stay.

Numerous reports point out that members of this cohort plan to leave their current job within a year or two of being hired if their job offers little room for advancement or doesn’t develop their leadership skills. They’re more than willing to hop around from job to job until they find the right situation.

Our technology mitigates these challenges. The PeopleFluent Talent Mobility talent development and analytics platform nurtures career growth, empowering employees to visualize and develop personalized career paths. We’ve leveraged the power of AI to help organizations in their quest to put greater focus on developing and retaining internal talent, while enhancing the employee experience.

Our performance management software helps managers respond to the need for constant feedback, toward creating a culture of support and growth. It helps employees—with their managers’ input—develop goals and then collaborate to ensure those goals are met. It gives employees and managers the clarity they need to make the right adjustments. It lets managers offer the continuous engagement that today’s young employees crave.

This is a quote: "The recruiting process doesn't have to be fraught with anxiety—for either the job candidate or the HR team. The right technology can help you get the right candidate for the job, and also help you create a harmonious workplace."

RELATED READING | ‘Recruitment After the Pandemic: A Major Opportunity for Improvement

The recruiting process doesn’t have to be fraught with anxiety—for either the job candidate or the HR team. The right technology can help you get the right candidate for the job, and also help you create a harmonious workplace.


Ready to Start Recruiting Top Talent?

To learn more about how to attract the next generation of talent, get in touch with us today.

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