Acquiring the right Gen Z candidates

The Future Workplace.

For the first time in the history of the world, five different generations are going to be a part of many organisations. From the traditionalists and reserved baby boomers (1943-1964) to the social and ‘always connected’ Gen Z (1997-2015), that values constant feedback and instant gratification.

Today companies are beginning to understand that it’s only about what candidates can offer companies, but also vice-versa. Therefore, reimagining the way they recruit is inevitable. To stay relevant, organisations will have to revamp their communication, their EVP, and even employers' branding. A study reports that 89% of Gen Z “would rather buy from a company supporting social and environmental issues over one that does not.” Hence, it is essential for them to see the organisations values in action and not just on paper.

Organisations will also have to abandon traditional performance reviews for a more growth-oriented, tech-enabled and flexible yet human process that can accommodate the unique needs of Gen Z.

In this article, we’ll look at how recruiters can build talent acquisition strategies with Gen Z friendly approaches that give increased flexibility to candidates and keeps them engaged.

Gen Zers Are Always on

Generation Z is the first fully digital generation. Hence, it’s essential that companies make it easy for candidates to apply from their smartphones while also enabling them to have meaningful engagement with the company. Gen Z is always plugged in, but they crave for engaging human interactions that are authentic and have a personal touch. Hiring that is personalised and mobile-enabled instead of just a phone conversation or an in-person meeting is a compelling way to deliver such an experience.

Today, 48% of HR managers leverage technology for screening and assessments to make better decisions. However, it is equally necessary for HR teams to ensure that the digital medium is used to deliver an engaging candidate experience.

Being constantly bombarded with information, this generation is a recipient of a lot of alerts and messages on their devices. Therefore employers will now also have to stand out from the noise that Gen Z is exposed to constantly. Organisations should be able to share relevant company information in the form of captivating videos and EVPs (Employee Value Proposition) that portray their organization’s values, culture, and employees’ growth potential for Gen Zers to connect with. But these need to be matched to the digital behaviours of the generation, social media has replaced company websites as the go-to destination to find the right talent.

Culture and job role fitness

Half of Gen Zers say flexibility is a priority when choosing a job, so be sure to highlight your organizations’ work culture throughout the hiring process. Recruiters can stand apart from the competition at an early stage of screening candidates by allowing them the flexibility to take assessments on the go.

Conventional forms of hiring are giving way to digital assessments and interviews. Assessments that measure job-specific capabilities and future potential of candidates can help organisations objectively spot people who have the right skills for the job rather than trusting managers’ instincts alone. Collaborative hiring and group discussions are a better way to familiarize the new hires with the teams and managers they would be working with. Another way to do this would be to engage candidates with videos of the workspace that aptly portray what a day at work looks like. Since Gen Z values staying relevant in the face of constant technological advancement, HR teams will not only have to look at skills that match the job role but also look for the company’s alignment with the candidates’ personal values, interests and long-term goals. Unless there is such syncing of core attributes, it will be hard to engage Gen Z as they crave for authenticity, flexibility and human connection at the workplace. This also means that talent acquisition teams will have to employ non-cognitive assessments to ensure they hire candidates who not only have the skills but also the mental makeup and a personality that match the company’s culture and values.

How to find Gen-Z Talent? HR teams need to use marketing technology to attract potential candidates. Recruitment marketing automation is the key to attracting passive talent. Creative and authentic communication for your employer brand with prospective talent will help them know exactly what to expect as an employee. It is also vital to provide a consistent and engaging hiring journey and use tools to actively amplify your employer brand at every level of recruitment. Calling candidates for a face-to-face interview or scheduling a phone interview might not be a great idea.

Video interviewing creating a branded candidate experience online, and assessments that are easily accessible and can be taken on-the-go are all good ways to engage the younger generation. Organisations will have to be thoughtful when trying to employ technology to engage this generation. Calling candidates for a face-to-face interview or scheduling a phone interview might not be a great idea. Instead, video interviewing might just be the right way to interact with them as video interviews are convenient, instant and do not require candidates to travel to an unfamiliar location. Whenever interacting with this generation HR teams need to think of convenience, simplicity and a personalised human connection.

Shaping your future workforce The leaders of tomorrow are hiring the right talent today, hence, predicting future job performance is vital. Industry 4.0 is dynamic, volatile, and also very fragile. To stay relevant organisations need to look at the future workforce.

Equip your HR teams with tools that can predict future performance by holistically assessing their prospective hires. Hence, it's not just current job requirements (JDs), that need to be assessed, but future-readiness, and culture fitness should take precedence while crafting your HR strategy. Culture-fitness can be measured by checking for alignment of employees' beliefs and behaviours with the organisation’s core values and culture.

Are You Ready?

The war for talent is getting fiercer every year. Your HR teams need a new approach that goes beyond job portals and recruiting agencies. Recruiters will have to adopt instant messaging, social media and video interview formats to attract, hire and retain them. HR teams today do not only have to look for candidates whose skills match the present job role but ones that have the skills to stay motivated, curious, creative, can pick up new skills and adapt to the changes of the future. Non-cognitive skills are now more important than ever. HR teams need to be equipped with assessment tools to make data-driven hiring and promotion decisions, that can reliably predict future performance, and also not let any unintended biases creep into their HR strategy. It is also important to note that beating the competition in hiring Gen Z candidates calls for a fully integrated solution which is ultra-agile and uses new methodology of engagement to build lasting relationships with the best talent.

As Are We!

At EastyTalent it is our passion to help companies craft the most effective talent acquisition strategies that are revenant. Businesses need an agile and flexible solution to hire across the spectrum. Built to help HR teams navigate the challenges of the future by hiring the right candidates, EasyTalent helps you to look beyond the horizon.