Will Gen Z choose you? How to appeal to the next generation of candidates.


 

Are you looking to hire interns or candidates right out of college? Then you’re looking to hire from Gen Z. The oldest of this generation are now graduating from college and hitting the workforce. So, what does this mean for you?

You have to know who you’re hiring.

When compared to their predecessors, Gen Z has some similarities to its previous generation, the millennials. These graduates are coming with digital knowledge. Gen Z has grown up with iPhones, laptops, coding programs, and apps that can fix anything. They are a generation with high expectations and will go against previous social norms. Get ready for some natural problem solvers that will do anything to get the job done. If they aren’t being challenged at your organization, their job search will continue.

However, Gen Z doesn’t necessarily want to job-hop. They grew up during the recession of 2008, which could have impacted their families; therefore, they want stability. You could say they want their cake and eat it too. (But can you blame them? Who bakes a cake and lets it sit there…?) Gen Z wants the stability of a long-term organization with the challenges and flexibility of a start-up. They need to be able to do passion projects, community service, while also completing their tasks. Older generations might call them spoiled, and maybe they are, but these younger generations are demanding work-life integration. This change can benefit everyone from Boomer to Z.

Looking for 5+ years of experience? Learn how to appeal to Gen X candidates. 

If your company is looking for an entrepreneurial charge, these new graduates will bring it. So much so, that if they are placed in a position with no challenges, they will find their own on the side. If millennials are the generation of the side-hustle, expect that Gen Z will work mainly in side-hustle mode. This can be a good thing if their employer knows how to lead this type of creativity. Think about whether your company can handle some awesome part-time or flexible workers because that is right up their alley for a lot of Gen Z’ers. Contractors, consultants, sales, etc., will see booms of this generation entering their workforce because of their flexibility. If Gen Z can control their own hours and how much they make, they will definitely choose to do so.New call-to-action

So what does this mean for you as an employer?

  1. You need to be FLEXIBLE. Sometimes we can be rigid, but allow the new generation to break down those walls.

  1. Give them a seat at the table. Give your employees and candidates some input into their role. What would work best for you and them? You might be surprised that the flexibility they want could benefit the company as a whole.

  1. Check your EGO at the door. This generation will talk to you the same whether you are the janitor or CEO, and they won’t bow down.

  1. Review your company culture. Have you created a culture where new ideas/creativity are welcome or are people afraid to talk?

  1. Get your leadership on board.  Just because you think you understand the new generation doesn’t everyone mean does. Give your leaders some tips/tricks to being open to change.

  1. Take baby steps. You don’t have to change all at once, but start small and move fluidly with the generations. Offer more flexibility after employees prove themselves; however, don’t promise this if you won’t stick to it.

  1. Be excited. The newest generations have higher expectations of work that benefit EVERYONE in your company. Once changes are implemented, get ready to see higher performance from your senior employees, not just the new hires.

Do you know what it takes to drive better engagement with your candidates and employees? Talk with the experts at Newton Talent and learn how we can help you build and implement the right strategy for your company. Connect with us.

 

Written by Abigail Yocca

Abigail Yocca is Newton Talent’s social media specialist. Abigail loves to research and write about the challenges in recruiting including: how technology and social media affect candidate behavior and attracting and retaining millennials and generation Z.