Due to the vast differences in the way Gen Z job seekers search for jobs and look for different factors within roles, compared to the Millennial generation, recruiters need to become more creative in attracting candidates.

Personalised communication

Gen Z job seekers expect fast replies and quick offers, usually within a week after the first interview. Providing Gen Z job seekers with frequent updates across a variety of different communication applications from email to calling to LinkedIn messages, as they like variety across communication platforms to keep them interested and engaged with the process. Frequent follow-up meeting in person throughout the process are vital, as research suggests over 50% of Gen Z job seekers prefer face-to-face communication, to develop personal relationships.

Employee influencer network

As Gen Z job seekers heavily rely on referrals when looking for potential employers, therefore, it is highly important to engage with your current employees to increase their job satisfaction, and build relationships with them so you can encourage your current employees to attract Gen Z talent. This may also be achieved through current employee’s posts on social media, to showcase your company culture.

Job descriptions

As Gen Z have new priorities regarding work importance, in comparison to the Millennial generation, job descriptions need to be updated to meet these new priorities. Job descriptions must be appealing through stating flexibility in work, ensuring that they are aware that their work-life balance can be met. Gen Z place a high importance on the duties that the job will entail, so alongside listing benefits, list the duties in full so Gen Z job seekers are aware of their duties, encouraging applications.

Career website

Gen Z job seekers place high detailed attention to visually engaging media. Through modernising your careers website, the foundation of your recruitment strategy will be significantly engaging to Gen Z job seekers encouraging application and website engagement.

Recruitment technology

Gen Z have very high technology expectations due to their exposure to advanced technology day-to-day, this enforces that recruitment technology must be streamlined during the hiring process to encourage applications and engagement during the the hiring process.

Social media applications

Users aged 18-24 spend the majority of their social media use on Snapchat, TickTok and Instagram. To target and attract Gen Z candidates social media job applications advertising may be an effiicient recruitment strategy. Snapchat has implemented features allowing brands to attract applicants through the app, alongside TickTok launching a resume programme allowing candidates to submit job applications through the app. Capitalising on these features would be an effective strategy in engaging Gen Z job seekers as they are already familiar with brands on social media. Developing mobile-optimised career sites, which can be integrated into social media, would be an effective strategy for this new job seeking generation. 

In conclusion

Generation Z is the newest generation entering the world of work. With this, attitudes and priorities are changing. As previously stated, Gen Z job seekers highly value referrals and building personal relationships, rather than job descriptions and online application processes. Due to this, we may see a world in the not to distance future where traditional online recruitment strategies are uneffective and instead move towards a referral-based recruitment strategies with a majority face-to-face process. Once generation alpha enter the job seeking world, this may even evolve further…