5 Tips on Recruiting High-Talent Gen Z Job Candidates

In the ongoing hunt for qualified job candidates, businesses are increasingly focused on the things most sought-after by specific generations. The men and women who make up Generation Z are among the most highly recruited, though not in any “one-size-fits-all” strategy.

Gen Z (those born between 1997-2012) may be the most educated, driven, and competitive generation in modern times. As we’ve noted elsewhere, Gen Z job-seekers “are unwaveringly socially conscious, incredibly adaptive, and exceptionally well-motivated.” Recognizing these generational traits—and tailoring your recruiting methods to meet Gen Z needs—is crucial in any company’s search for talent.

Here are tips on how to attract Gen Z job candidates:

1. Focus on skills, as well as credentials.

Depending on the job position and industry, a skills-based hiring approach may yield better results rather than focusing on an applicant’s college degree (or lack thereof). What relevant experience does the Gen Z applicant have to leverage in your open position? Does this individual have the appropriate training and/or experience to hit the ground running?

Just as important, treat each Gen Z applicant with respect. “Provide job-seekers with frequent and candid updates on their candidacy,” we have noted before. To be truly effective, the hiring process must be “forthcoming about job duties, performance expectations, and career growth opportunities.”

2. Promote your company’s social and environmental values.

Gen Z job-seekers are, in general, drawn to organizations with a clear-cut commitment to environmental and social concerns. According to HR Executive, “Organizations that demonstrate a commitment to sustainability through eco-friendly practices, such as recycling programs, energy efficiency initiatives, and carbon footprint reduction efforts, resonate strongly with younger generations.”

3. Make sure your pay and benefits are competitive.

Like any other generation, the men and women of Gen Z want to work for a company that offers a competitive, if not generous, salary and benefits package. Health benefits and retirement plans are often taken for granted among job applicants, but other potential perks—such as flex time, the chance to work remotely, etc.—can tip the odds in your favor among these job seekers.

4. Offer opportunities for growth.

As talent and ambitious individuals, Gen Z job candidates don’t want to fill an open position and be “stuck” there for years. These potential employees have the skills, experience and active interest in becoming better at what they do. Consequently, offering options for professional development can attract the right job-seekers and encourage retention among your existing staff.

If you’re courting an individual who seems a great fit for your company, make clear there are many opportunities for advancement.

5. Harness technology to attract Gen Z job candidates.

Members of Gen Z have grown up with modern digital technology. They look for workplace environments where this technology is regarded as a key element in getting a job done.

To draw the interest of these individuals, says Inc., resources like “AI-driven onboarding, personalized learning platforms, and digital collaboration tools can make the work environment more appealing and efficient for tech-savvy employees.”

Want to learn more about recruiting the best job-seekers for your business? Download our free TAB white paper, “7 Steps for an Effective Hiring Process.”