Hiring Tips: How to Land Top Gen Z Talent in 2020
It’s easy to think that shifting your recruiting focus to Gen Z may be a stretch, but in 2020, the top of Gen Z will be turning 25, while another large portion will be graduating college and gaining work experience.
Gen Z talent can be the place to build a hiring foundation on, regardless of the industry you’re in. The generation that grew up with technology, and most likely taught their parents how to use it is finally coming to the age to contribute their knowledge and prowess to the growing workforce. With that, how on earth do you recruit and hire Gen Z talent?
As mentioned before, this generation grew up with Tech, most getting their hands on an iPad or iPhone before they turned 10. Because of this, Gen Z looks to continue to let tech drive their lives. Gen Z wants to work in tech, around tech, or with tech. Needless to say, you don’t need to be a tech company to land talent, but you do need to be a tech-savvy company in 2020.
What this means is simple, if your office, equipment, and resources are out of date, it will be very hard to land Gen Z talent who has only seen the best in tech.
Needless to say, social media plays a huge role in whether or not Gen Z will have an interest in jobs at your company. A big reason for this is because Gen Z spends most of their time on those social platforms, and if they happen to see a company active, posting cool stuff, highlighting what they have and do, they’re definitely going to be more interested in them.
The biggest asset a company can have when recruiter younger generations, is that social brand presence. Gen Z wants their friends and family to see where they work and who with, they want their company to be as active as they are. Being recognizable on social platforms will be a huge asset when Gen Z candidates compare companies and offers.
Not only that, Gen Z talent is a lot more accessible through social media. For instance, just LinkedIn has become a major asset for recruiters looking to land and connect with top talent.
Speed is becoming an unwritten rule in the recruiting process, and in 2020 it’s only going to get faster. With Gen Z and Millenials continue to take over the workforce, outdated processes and slow timelines will get thrown to the wayside – and for good reason.
Gen Z values speed just as much as anything else in the recruiting process. How long in between responses from the recruiter? Between interview and offer? These are questions you need to have answers to, preferably good ones.
In a world where Gen Z gauges interest and connection with their peers based on response time, this generality translates to hiring and business relationships as well, whether they know it or not.
Training and Development
As you could infer, Gen Z is young, especially with the oldest being only 25. With that, while this generation is lacking the work experience their older counterparts have, they aren’t lacking in talent or drive.
Gen Z needs to be guided and developed once they enter the workforce. While some may have some entry-level experience, a good training process is valuable for both the company and the candidate. Gen Z values training, they know the importance and relevance it can have on their entire career. With time on their side, they have no problem succumbing to weeks or months of learning the fundamentals.
When a company invests in its candidates and new hires, it is seen as a huge plus and can be the deciding factor between two positions.
We aren’t saying you need to shift your efforts to only Gen Z, but it’s time to give them their fair chance. Have a great Monday from the Wedge Team!