Recruiting Gen Z and Millennial candidates is increasingly becoming a challenge for recruiters. As per CNBC, around 55% of Americans look forward to switching their jobs. But, more importantly, over 75% of Gen Z and 60% of millennials plan to hunt for new jobs.
On the one hand, this makes it difficult for companies to retain these categories of candidates. But, on the other hand, there are open opportunities for hiring professionals to grab the attention of these candidates.
Why are Millennials and Gen Z Prospects Switching their Jobs?
Gen Z and millennials are the most fast-moving professionals. They’re still figuring out their packages and finances as a whole. Hence, it makes them more volatile when holding a job for a more extended period. On the other hand, they are technologically sound and intensively look forward to new jobs with higher earning potential.
For instance, a Bankrate survey shows how 72% of professionals with an annual salary less than $30000 want to switch jobs. On the contrary, only 44% of professionals with an annual salary greater than $80000 think of getting a new job. Also, 62% of Gen Z and 60% of millennials seek new employment for flexible work policies.
Thus, it has become essential for recruiters to consider attractive strategies to appeal to and hire Gen Z and millennial candidates. Here are 5 strategies that will help you hire them:
1. Go Digital, Stay Digital
Gen Z and millennials highly prefer digital hiring. Numerous factors like social distancing, quick updates, and convenient procedures through digital solutions make them inclined towards modern-day hiring techniques.
Let’s face it – working from home is something that employees crave! Ultimately, they just wish for a better work-life balance, and that should be pretty understandable. But, unfortunately, stress spares no one, and in this case, it’s the employees. As per a data report, over 60% of employees already feel burnt out while at work.
46% of Gen Z candidates and 38% of millennials apply for jobs using their mobiles. As stated in a Dell Survey, in the case of Gen Z candidates, 90% of them are influenced by technology-intensive hiring processes. In fact, 54% of them said they wouldn’t go ahead with their job applications if the hiring procedure were orthodox. Thus, you can make sure of using digital methods to execute your recruitments.
- Prioritize Diversity, Equality, and Inclusion
Millennials and the Gen Z prospects opt for work environments with greater diversity and equality principles. In addition, when it comes to ethnic and racial diversity, Gen Z tops the charts in the United States. There’s a massive reason behind this trend, as recent research reported how 67% of Gen Z professionals have gone through discrimination, unfair treatment, gender bias, and racial injustice. Furthermore, the same study stated that 88% of the Gen Z professionals feel the need to be called by their actual gender pronouns.
Ultimately, 69% of Gen Z workers want to work in a diverse and equality-rich environment, where inclusion is an unsaid norm. Hence, you’d like to revamp your hiring strategies to meet their exquisite expectations from the workplace.
- Embrace Technology
The most imperative tendencies of Gen Z and millennials is to signify technology through their underlying expectations. Ever since birth, technology has played a significant role in their lives.
Hence, as a recruiter, it’s essential for you to adjust to their technological needs. Everything adds to their comfort levels, from tech-friendly communications to online interviews via the latest technological software. Therefore, it has become necessary to redefine recruitment strategies and resonate with their era-defining beliefs of working for a technologically advanced organization.
Providing feedback means the employees become aware of their shortcomings and the factors that make them unique. As a result, giving reviews encourages them to go the extra mile! However, how about receiving feedback? Should you make your employees feel heard regarding all the facets pertaining to the workplace?
- Offer a Smooth Hiring and Onboarding Process
After a practical test or basic interview, instant feedback attracts the millennials and Gen Z. With communication technologies advancing every day, many social media platforms and professional networks can help you stay in touch with the shortlisted candidates. Thus, you can simply utilize these modes to keep them in the loop about their applications or performances. All they expect is not to be held hanging while they miss out on other potential opportunities where they’ve got a serious chance of getting hired.
- Ensure a Better Work-life Balance
Work-life balance matters to everyone now. But especially for Gen Z and millennials, it’s a decisive and driving factor while choosing an employer. Flexible working hours, genuine leaves from work, and timely breathers away from the hustle keep them going for good.
No other generations are as sensitive to work-life balance as Gen Z and millennials. They are task-oriented and have lesser concerns with the number of hours they work for their organization. Of course, this doesn’t mean you should allow candidates with decreased working hours, but more flexibility in the policies can do wonders for your hiring objectives.
It’s Time for Adaptability
It’s a no-brainer how Gen Z and millennials are capable of helping organizations expand their business horizons in the most productive, efficient, and innovative ways. Therefore, for the recruiters and hiring professionals, it’s vital to understand their professional approach – which is to work amid positive and growth-induced environments. They are not willing to change or adjust to the mainstream practices of organizations, and they’d instead work where they don’t have to be what they’re not.
It’s possible to replenish the spark in your recruitment methods by adapting to the ever-changing thought-process of the new generations. Looking through a farsighted perspective – transforming your strategies and adapting to the latest gen’s expectations is meant to fulfill organizational goals in the long run.