Every year, Gen-Zers are making up a larger percentage of the workforce — but many talent acquisition teams are still struggling to find, engage, and hire the right early career talent for their roles.
Traditional sourcing tactics are showing increasingly diminishing returns with the newest entrants into the workforce, at a time when most recruiting teams are being tasked to do more with fewer resources.
How is Gen Z approaching the job search? How are members of this generation perceiving the job market given the current macroeconomic climate? How are they choosing to engage with companies in selecting their next role? And given all that, what can you do to hit your early career hiring and diversity goals in an efficient way?
In a recent webinar we hosted in partnership with RecruitingDaily, "The Gen Z Impact: Navigating a New Era of Recruiting," RippleMatch’s Tammy Hart, a renowned HR expert, and RecruitingDaily’s William Tincup, a thought leader in the HR and recruiting space, shared insights on how recruiters can better interact with Gen Z talent, enabling them to turn challenges into competitive advantages in today's competitive job market.
In this blog post, we delve into the key takeaways from the webinar to help recruiters better understand and engage with Gen Z candidates. Watch the full webinar to hear the more in-depth conversation and more actions you can take here.
Hart and Tincup emphasized that Gen Z has different values and priorities than previous generations. Gen Zers are digitally native, socially aware, and more focused on job stability and financial security. Recruiters should adapt their approach to reflect these values, highlighting opportunities for growth, stability, and work-life balance.
As digital natives, Gen Z candidates are comfortable with technology and expect it to be integrated into their job search. Hart and Tincup recommend using video interviews, AI-driven matching algorithms, and interactive digital platforms to engage with Gen Z job seekers.
Gen Z is the most diverse generation yet, so it's crucial to create an inclusive company culture that resonates with them. Recruiters should showcase their company's commitment to diversity and inclusion, both in the hiring process and through internal policies and practices.
Gen Zers are eager to learn and grow in their careers, so offering mentorship and professional development opportunities can be a significant selling point. Recruiters should emphasize the support and resources available to help Gen Z employees reach their full potential.
Hart and Tincup highlighted the importance of authenticity and transparency when communicating with Gen Z candidates. This generation values honest, straightforward communication, so recruiters should be open about company culture, expectations, and potential challenges.
Gen Z spends a significant amount of time on social media and other digital platforms, making them ideal channels for recruiting efforts. Hart and Tincup recommend using these platforms to share compelling content, showcase company culture, and engage with potential candidates.
Mental health and well-being are increasingly important to Gen Z job seekers. Recruiters should highlight the resources and support their company offers to address employee mental health and wellness, as this can be a significant factor in attracting top talent.
By incorporating these insights into their recruiting strategies, HR professionals can gain a competitive edge in attracting and retaining top-tier Gen Z talent. As the workforce continues to evolve, it's vital for recruiters to stay ahead of the curve and embrace the unique characteristics and expectations of this new generation.
To dive deeper into Tammy Hart and William Tincup's insights and fully equip yourself for success in recruiting Gen Z, we encourage you to watch the complete discussion here. Don't miss this opportunity to transform your recruiting approach and secure the future of your organization with the best young talent available.