In the world of recruitment, a shift is happening. For at least the past decade, the focus has been on Millennials. And, while Millennials are currently the largest generation in the workforce, there is now a new proverbial kid in town.
The oldest members of Generation Z (those born between approximately 1997 to 2012) are starting to launch their careers and become active members of the workforce. This generation is incredibly unique, being the most diverse generation to date and highly aware of certain social issues.
Additionally, members of Gen Z have different priorities when it comes to their careers and their employers. While some of what they value aligns with Millennials’ workplace desires, not everything is a direct match.
If you want to speak to Gen Z job seekers, adjusting your job descriptions is essential. Otherwise, you may fail to capture their attention and decrease the odds that they will apply. If you’re wondering how you can write a job description that appeals to Generation Z, here are four tips that can help.
Showcase Professional Development Opportunities
What is the one thing Gen Z talent wants more than anything else? According to data from RippleMatch, it’s a chance to progress their careers. And RippleMatch isn’t alone on this point. LinkedIn, Door of Clubs, EY, and HackerRank all discovered the same thing in their research.
If you want to speak to Gen Z candidates, your job descriptions need to include details about your professional development platforms, career pathways, and chances to move up in your company. Often, Gen Z professionals review these points when deciding whether to apply for a role and might pass your opportunity by if you don’t address these key factors about what your company has to offer.
One viable approach is to include an overview of the available programs in a separate section of the job description. This option may be best if you have a broad selection of programs that may appeal to different applicants, such as formal training, mentorship opportunities, and career planning services.
Alternatively, you can include these details in an “About the Company” section. This approach can be ideal if you want to provide a general overview about your commitment to professional develop without going too deeply into specifics, which may be best if you have new programs in development that aren’t fully integrated at this time.
Align the Duties with the Impact
Including an overview of what the selected candidate will do in the role is a critical part of any job description. However, you also want to go a step further, highlighting how the duties relate to broader company goals and primary initiatives.
Generation Z wants to feel like they are having a positive impact and are part of something greater than themselves. By aligning the duties with the difference the selected candidate will make, you connect the dots in your job description, making the connection seem less ambiguous. Without this information, the job seeker may struggle to understand how meaningful the position is, which can harm their level of interest in the role and even their level of engagement if they are selected for the job.
When you craft your job description, highlight how the day-to-day activities or core responsibilities connect to your mission and values. For example, if you are a customer-focused organization, mention how a public-facing role has an opportunity to further your goal of providing the best customer experience through the performance of specific duties. For an internal support position, such as an IT help desk role, you can create a similar connection by showcasing how their assistance allows front-facing employees to be at their best and better serve the customer base.
Spotlight Inclusivity and Social Awareness
Numerous studies suggest that Generation Z is one of the most socially-conscious generations to date. A company’s social impact has a significant influence on how Gen Z perceives an organization, and they often value social initiatives as much as salaries when deciding where to take their careers.
Gen Z often looks for employers with clear mission statements and values that align with their own. Additionally, they favor companies that demonstrate an inclusive and collaborative culture, a side effect of their high level of social awareness, and the issues of the time.
In your job descriptions, make sure to highlight your mission, dedication to inclusivity, and social initiatives. That way, you can address one of the driving forces behind a Gen Z job seeker’s decision-making when it comes to employment, increasing the odds that they will apply or accept a job offer.
Highlight Your Culture and Workplace Community
“Culture” has been a buzzword in the corporate world for some time, and this isn’t going to change in the near future. Generation Z understands the value of finding an opportunity that is more than a job; they also want to feel like they fit into the culture and are part of a larger community.
A company’s mission and values serve as the foundation of the culture, dictating the priorities of the organization. Often, these points can spark the interest of a Gen Z candidate, giving them a better understanding of what the company stands for and hopes to accomplish.
However, there are other factors that also relate to the company’s culture. Inclusivity and diversity initiatives play a significant role. Similarly, the physical environment is also a factor.
While not every member of Generation Z desires the same workplace culture, it is better to put yours on display in your job descriptions than leave the details out. This allows potential applicants to understand your culture before they apply, increasing the odds that those who submit applications will feel a connection to the organization’s culture.
While Generation Z is just beginning to enter the workforce, understanding their needs and preferences now allows you to get ahead of the curve. After all, the labor market is highly competitive – learning how to speak to Gen Z professionals today will help you reach greater levels of success tomorrow.
Want a cheat sheet to Generation Z? Download our infographic on “5 Fast Facts Every Employer Should Know About Generation Z” here, or download our report, “What Generation Z Wants at Work” here for more comprehensive information.
