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Recruiting Gen Z in the Age of Distraction

Updated on Mar 03, 2020 755 views
Recruiting Gen Z in the Age of Distraction

In an age of personalized technology, companies have to adapt to needs and preferences in an ever-changing workforce. The target audience, iGen, as researcher Jean Twenge refers to them, is highly independent...

 

Or are they?

 

Where Did They Come From 

We know that every generation is different. However, what makes them different is a bit more complicated. Jean Twenge doesn’t call Gen Z the iGen for nothing. In 2014, the iPhone 6 and 6s sold 222.4 million units. Massive increases in smartphone production and sales have come to define the common behaviors of a generation. In 2018 alone, over 1.5 billion mobile phones were sold worldwide. That’s more than double the amount a decade earlier.
 

How to Recruit Generation Z

Millennials are comfortable working from home and with flexible working arrangements. Gen Z prefers stability in the face of a constantly evolving job market. It’s a natural response to an unstable situation, one could say. In a riveting report, Tina Eaton compares and contrasts generational preferences in the workplace.

So, how should employers go about recruiting a technologically savvy generation who know what they want of their careers?

 

#1: Where to Start

Since we know that more people are using smartphones than the number of people who drive, for example, then we should target potential employees there. Extra training and project communication can be carried out on mobile platforms.

According to Tina Eaton, by 2025, 75% of the workforce will be comprised of Millenials. That leaves 35% to Gen Z. Out of this 35%, reportedly 75% believe that college is not the only way to receive a quality education.

A useful strategy for recruiting Gen Z is to appeal to their natural sense of security. In other words, high salaries and opportunities for promotions will entice these digital natives more than the chance to work from home.

Company events catering to new employees’ needs and interests won’t hurt your chances either. When hosting recruitment events, for example, make sure you know your audience and present job offers in terms they will find interesting.

 

#2: Job Preferences

These generations also rate job flexibility with different criteria in mind. Gen Z prefers a steady, meaningful job rather than the home-office Millennial gig.

Over one-third of Gen Z individuals polled said they expect multiple job offers upon graduating. However, 60% of Millennials stated they were open to new job offers. This signals the fact that they are more responsive to options in their job search.

At the same time, 39% reported that they would stay with the same employer for five years or more. They want to know that their position in your company is for good, not just a six-month temporary gig.
 

#3: The Job Market

Not only have the times (and generations) changed but the job market along with them. An increase in remote and home-office jobs allow employees to take on several part-time jobs or projects.

Flexible hours and vacation time used to be the gold standard in the job market. Now, flexible work locations and the possibility for employees to work from home are the new norms.

With all this newfound independence, we have to ask ourselves if this kind of flexibility is really real?

 

Flexible hours and work locations allow employees to determine when and where they work. However, ever-present smart devices also increase the mental overhead of deadlines for projects and tasks.

At best, the new paradigm for office work allows employees to determine how they get things done. The cons, however, are stricter deadlines and the expectation of increased productivity.

The numbers presented by Jean Twenge point to the fact that Gen Z may prove inflexible when it comes to limited transportation options. So, make sure work hours fit their schedule.

 

#4: Where to Post Jobs

As generational differences would have it, Millennials and Gen Z also disagree on where to find a job. Millennials tend to check job boards and contact employers directly. The latter prefer to ask people they already know and trust like friends, family, and school advisors.

Both, however, use company websites to narrow down the job search. And that’s exactly where you should start.

MyJobMag is a great place to start recruiting the next generation’s talent and has become a wonderful outlet for companies wanting to recruit qualified employees. Featuring targeted job searches and job-search advice for those looking for a job.

You won’t want to miss the chance to tell Gen Z what they should be looking for in a job.


Conclusion

The information age has brought about unprecedented changes in the job market and labour force. Not only has the structure of companies changed, but the characteristics that job-seekers look for in a company have shifted. Employees search for personalized job openings that align with their career goals, and this requires companies to be increasingly creative in recruitment and hiring.

In light of this highly individualized reality, companies looking to recruit Gen Z and their counterparts must consider the preferences of their new employees.

A good place to start is at the heart of it — the hand.

Millenials vs Gen-Z Infographic

 

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