Unlocking Gen Z: Navigating Recruitment in the Digital Age

Understanding Generation Z and Its Impact on Recruitment

What do we mean by Generation Z?  Well, put simply, anyone born between 1997 and 2012. This group makes up close to 20% of the UK population. As they are now in the workplace, graduating from university, and contemplating their options, we need to consider what this means for our hiring practices. This generation has been born into a world where technology is seamlessly integrated into every aspect of their life, thus they bring a unique set of expectations to the table, particularly when it comes to how they are recruited.
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Morgan-Law offers some interesting data on this group, including the fact that they are more likely to have been to university, are likely to have less work experience from their teens than previous generations, and importantly, are the most racially and ethnically diverse generation ever. They have grown up with WiFi, the internet, and social media and 98% of them own a smartphone. How does this information help us as recruiters though?

Meeting Gen Z's Demand for Fast and Efficient Recruitment

Being digitally native, Gen Z expects to engage with technology for most aspects of their lives, and with that in mind, job seeking is no exception. However, their expectations are high. Think seamless, think speed, and think automation. This generation moves fast so expect to have to keep up. Being slow to respond or communicate, can mean high potential candidates are lost. Streamlining your recruitment process is vital. Don’t waste their time; look for ways to add automation and reduce unnecessary administrative burden on your applicants. No one wants to be ‘aired’!
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We are also seeing a shift in the values this generation holds dear, with DEI being a core value for Gen Z. A survey by Monster found that 83% of Gen Z respondents said that a company’s commitment to diversity and inclusion is important when choosing an employer. This means that those in leadership positions now need to recognise the importance of DEI and the value of creating an inclusive and respectful environment in which to work. This naturally extends to the way roles are articulated both internally and externally, the candidate’s experience throughout the recruitment process, and the overarching messaging an organization conveys when attracting new talent.
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Lip service will simply not wash with this generation.

Adapting Hiring Practices to Meet Gen Z's Expectations

Online assessments are not new, but this is perhaps the first generation that expects the entire hiring process to be conducted via technology. And ‘face to face’ to this generation, doesn’t necessarily mean meeting in the same building! Using the right assessments can help organisations to gain deeper insights into candidates' potential beyond what can be gleaned from a CV. By assessing the skills that matter (from technical and knowledge-based through to the more behavioural and human skills (aka Power Skills - Josh Bersin)) organisations can gain a clear view of where people’s strengths lie and they can even harness this to support Gen Z with their desire for growth and promotion once they begin their career.
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And finally, authenticity really matters to this generation. A slick, efficient, fair recruitment process must be supported by an authentic employer who walks the walk regarding the promises they have made. This is a generation who don’t feel the need to hang around to see if things will get better!