A guide to Recruiting Gen Z
Generation Z, born between 1997 and 2012, are the most recent entrants into the workforce, causing headaches for recruiters whilst hiring managers are having to grapple with the dual challenge of attracting and retaining Gen Z talent.
Given the increasing number of Gen Z's in the workforce, it is important for hiring Managers to engage this demographic. So how can you refine your recruitment tactics in order to resonate with Gen Z and harness their strengths in a multigenerational workplace?
Understand what motivates Gen Z
- Identify Gen Z's priorities, including diversity, inclusion, and a sense of belonging
- Appreciate the influence of the global pandemic during their formative years, shaping their preferences for well-being and adaptable work arrangements
- Don’t underestimate the importance they place on a nurturing workplace culture and the significance they place on physical and mental well-being.
Reputation for Job-Hopping
- Embrace the reality that Gen Z frequently switches jobs in response to job security concerns
- Provide opportunities for upskilling to increase their opportunities for career growth and advancement
- Acknowledge that for Gen Z the traditional concept of a lifelong career with a single company is outdated
- Quitting a role they are unhappy in is seen as a strength by Gen Z, not a weakness!
Modify Recruitment Strategies
- Tailor job adverts and descriptions to be mobile-friendly and quick to read
- Simplify the hiring process, in order to recognise Gen Z's appreciation for efficiency
- Attract Gen Z candidates through channels they feel comfortable with. Don’t be afraid to use social media to attract younger candidates.
Meaningful Work
- Offer tasks that allow Gen Z to make a swift impact, avoiding mundane and unproductive assignments
- Gen Z value a skills-first approach, recognising that seniority does not automatically equate to greater value.
Encourage Co-Creation
- Leverage the strengths of each generation by fostering a collaborative working environment
- Implement cross-generational mentoring programs to facilitate the exchange of knowledge
- Stress the importance of uniting different generations in a collaborative spirit.
Creating a culture that bridges generational divides is vital when seeking to add more members of Gen Z to your team. Hiring managers play a pivotal role in establishing an environment that prioritises skills, allowing everyone, irrespective of age or tenure, to contribute and excel.
If you would like more tips on how to make your available roles appeal to Gen Z please get in touch.
Current Roles
Basic salary: Up to £30,000 per annum (D.O.E) + Bonuses based on successful exchanges, realistic OTE up to £15k and £50 per successful exchange Location: Manchester
This might come as a shocker, but St. Patrick’s Day is not about leprechauns. Or four leaf clovers. Or a free pass to get legless. 🍀 In fact, a lot of Irish people don’t enjoy St. Patrick’s Day because of the stereotypical view that everyone will be drunk and falling about the place. Which is a real shame, because it’s actually a day about ‘community’ and being together. 🥰 In Ireland, 17th March is a national bank holiday, so every man and his dog meet with their kids, families, neighbours, etc. to spend time with each other. I have such fond memories of it because there was such a brilliant atmosphere and it was a chance to see so many different people. Now I’m in the UK, St. Patrick’s Day has a different vibe, but I still love it because it gives us Irish folk who live in England the chance to celebrate our heritage. We all come out of the woodwork today, so say hi if you’re celebrating before we go back into hiding for another year. 😂
Basic salary: £30,000 - £35,000 per annum Plus OTE £10,000 + Car allowance £3,600 per year Location: Tamworth