Understanding Generation Z: What Recruiters Need to Know

Posted by Adapt Newsroom | April 12, 2017 |
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Understanding Generation ZWho are Generation Z?

Often referred to as digital natives, Post-Millennials or the iGeneration – Generation Z candidates are tech-savvy, digital-first experts who can easily navigate the online world. Their exposure to technology from a young age has enabled them to have a greater aptitude for understanding and using new technologies and tools. However, Generation Z has limited experience with manual processes, instead they expect highly intuitive and dynamic consumer-style technologies in the workplace.

It can be argued that, in some industries, Generation Zs’ digital talent and resourcefulness makes them effectively future-proof. However, even with the benefits of technology, living in a world of continuous updates, instant connectivity, and readily available information has influenced their ability to focus. Some Generation Zs may find it difficult to dedicate themselves to a singular task for a prolonged period and instead prefer to have several things on the go at once.

With these aspects in mind, we’ve compiled a series of tips on understanding Generation Z, as well as how recruiters can attract Generation Z candidates and provide them with the necessary support.

Engaging with Generation Z – tips for recruiters

Today’s digital culture means that younger workers are accustomed to having everything at their fingertips and receiving updates instantaneously – and this also applies when it comes to a job search.

Generation Zs’ ability to manage many digital feeds simultaneously means that recruiters can incorporate multiple channels into their strategy – for example email, mobile, instant messaging, apps and even video are all platforms recruiters can utilise to their benefit.

However, it’s vital that recruiters develop a streamlined recruitment process when it comes to interacting with and understanding Generation Z candidates as they expect updates and information on a regular basis.

Think mobile and app first

Mobile applications and instant messaging platforms, such as WhatsApp, provide recruiters with excellent channels to reach out to Generation Z candidates – even better if recruiters have their own company app they can use for candidate interaction.

It’s important to appreciate that speed and convenience are fundamental aspects in a Generation Zs’ lifestyle – and, again, a job search is no exception. The ability to access detailed information on the fly is paramount, and for recruiters to attract the most talented candidates they need to be thinking mobile.

If you’re looking for more tips to understand and attract different generations of candidates, click here.

Tap into their entrepreneurial spirit and growth opportunities

Generation Z are also far more entrepreneurially inclined – they want to make a difference and are looking for organisations where their ideas and contributions are taken onboard. Supported by technological developments and a networked world, an entire generation has evolved to think towards the future – and how they can improve the present.

Recruiters should aim to provide job positions where mentorship programmes, professional development initiatives and team-based activities are integral aspects of the role.

It’s important that recruiters understand that Generation Z has a desire to improve themselves and the business in question. Therefore recruiters should convey the value of the position they have applied for and emphasise the impact the candidate could have on the company as this will resonate.

Re-evaluate job board strategy

We have spoken in-depth previously about the potency of generic and specific job boards and how recruiters can use them to fill positions.

As Generation Z can easily manage lots of different platforms it is likely that a Generation Z candidate would spread the net as wide as possible, managing many job boards and multiple recruitment agencies, therefore it is imperative that recruiters act quickly before the real talent is lost to a competitor.  

Category: Recruitment

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