Gen Z: Recruiting the Next Generation of Employees
As Gen Z enters the workforce, they bring fresh ideas, a digital-first mindset, and unique expectations. Born between the late-1990s and early 2010s, Gen Z grew up with social media and the internet, which has shaped their approach to work and what they value in an employer. When it comes to recruiting Gen Z candidates, you’ll need to adapt your hiring approach.
Here’s how to ensure you’re attracting the next generation of employees…
1. Go Digital with Recruiting
To reach Gen Z, you need to go where they are – online. To capture their attention, you need a strong online presence. Traditional job boards aren’t enough – this generation are accustomed to finding information at the tap of a screen and expect a streamlined, engaging experience that gives them a real sense of your company.
Social Media Presence: Gen Z lives on platforms like Instagram, TikTok, LinkedIn, and YouTube. Use these channels to share authentic content that showcases your company culture, values, and people. Employee stories, team events, and behind-the-scenes content resonate well. Gen Z values transparency, so keep it real – unfiltered, relatable content resonates far more than polished marketing (which makes life much easier!)
Mobile-Friendly Applications Process: Gen Z is used to quick and intuitive mobile experiences, so ensure your application process is optimised for mobile. Lengthy or complicated forms will be a turn-off. Keep it simple and easy to navigate so they can apply with minimal hassle.
2. Showcase Flexibility
Gen Z saw firsthand how work-life balance was redefined during the pandemic, and they’ve come to expect flexibility from their employers. In fact, for many Gen Z candidates, flexibility can be a deal-breaker.
Remote and Hybrid Options: If you offer remote or hybrid work, shout about it! Gen Z wants to know they’re joining a company that cares about their work-life balance.
Flexible Hours: Gen Z prefers flexibility with hours over rigid schedules. If your company allows flexible hours, mention it. This autonomy shows that you trust employees to manage their time effectively.
Support Work-Life Balance: Gen Z isn’t drawn to “hustle culture” but values a balanced approach that respects boundaries. Highlight any wellness programs, mental health support, or flexible time-off policies you have to show that you prioritise their well-being.
3. Align with Their Values
Gen Z is highly values-driven, perhaps more than any generation before them. They want to know that the work they’re doing makes a difference, and they’re drawn to employers that align with their beliefs around social issues, sustainability, and ethics. If your company is committed to these areas, make it known.
Highlight Social Responsibility: Gen Z candidates want to work for companies making a positive impact, whether through environmental efforts, social justice, or community involvement. Promote any initiatives in these areas to show that your company is committed to more than just profits.
Commitment to Diversity and Inclusion: Gen Z expects a diverse, inclusive work environment. They look for companies with clear policies and initiatives supporting inclusion. Share details on your diversity programs and inclusive practices.
4. Offer Competitive Benefits Beyond Salary
While salary is important, Gen Z candidates look for benefits that support their lifestyle and well-being. A good benefits package can set you apart and show that you understand their priorities.
Emphasise Wellness Programs: Gen Z is proactive about mental and physical wellness. If you offer benefits like mental health support, gym memberships, or wellness initiatives, highlight them. This shows you care about their overall well-being.
Holiday entitlements: Gen Z values time off to recharge and avoid burnout. Take a look at your holiday entitlement and ensure its competitive, we’d usually recommend a minimum of 25 days + Bank Holidays.
Paid Courses: Gen Z values learning and growth. Offer to pay for courses that can help them develop new skills – this will show you’re willing to invest in their future.
5. Create an Engaging, Transparent Hiring Process
Gen Z will respond well to a fast, engaging, and transparent hiring process. Any long waits or confusing steps could lead you to losing them so try to keep things as streamlined as possible.
Streamline Your Hiring Process: Keep your application process simple and avoid excessive steps. We’d usually recommend no more than 2 interview stages. Communicate clearly at each stage so candidates know what to expect.
Use Video Interviews: Gen Z is comfortable with video interviews, so consider holding your first stage online to keep the time commitment lower until you both know the fit is right.
Be Transparent: Let candidates know the timeline, steps involved, and any feedback you can offer along the way. Transparency builds trust and gives candidates a positive impression of your company’s culture.
Final Thoughts
Recruiting Gen Z candidates is about more than offering the right salary. It’s about creating a workplace that values flexibility, aligns with their values, provides competitive benefits, and delivers an engaging hiring experience. By embracing these strategies, you’ll develop a recruiting approach that is able to attract Gen Z candidates, and keep them interested throughout the process.
If you need any further support or you have any vacancies you’d like us to help you with, please feel free to get in touch.
