How to recruit generation z graduates

From January, many prospective graduates begin to search for potential job opportunities. This is usually the time when employers begin pushing their Graduate Recruitment Programmes in order to attract the best candidates possible. Recently however, it has become clear that the new generation of graduates (gen Z) have very different expectations in relation to what they want and expect from an employer compared to the ‘millennial’ generation. There are three key expectations generation Z have which are important to keep in mind.

1 – Reshape the candidate experience. Generation Z have been born into the age of the internet and as a result expect the use of technology, speed and a smooth process. It is incredibly important to keep this in mind and understand that graduates today are used to almost instantaneous responses to queries and communications. As a result, employers need to create an application process which is mobile friendly, fast, relevant and interactive in order to attract and maintain Gen Z candidates. If these requirements are not met, candidates will more than likely either drop out of the process or not enter at all when compared with the previous generation. In relation to technological advancements, AI can allow for faster chat systems as well more mobile friendly application sites can be a huge advantage to employers.

2 – Diversity. This has become a hugely important topic in society and the workplace over the last number of years. Over 77% of Gen Z have stated that the level of diversity within a company will affect their decision to work there. As well as attracting talent, evidence has shown that if a company has an inclusive culture, it is two times more likely to either meet or exceed financial targets. As well as this they are also eight times more likely to achieve better business outcomes and six times more likely to be agile and innovative. Many firms, in an effort to remove unconscious bias, are using psychometric testing & pymetric systems. Studies have highlighted that these tests are greater predictors of role suitability than degrees.

3 – Emphasising flexibility. New graduates also want to work in a more rounded, diverse role. Seventy five percent of Gen Z would be interested in an opportunity where they could have a number of roles within one place of employment. They also want to be able to customise their own career plan, have flexible working hours and have opportunities to learn and develop their career. Furthermore 75% of Gen Z graduates want to do work which has meaning.

It will be especially important to take these key expectations on board as the current labour market is so tight and attracting talent is becoming increasingly more difficult. By having a greater understanding of that Gen Z are looking for in an employer and recruitment process you can ensure that you will be better prepared to attract them to your company.

Bannigan, C (2019) Recruiting Generation Z – What you need to know [online] https://www.m3ssolutions.com/article/recruiting-generation-z-what-you-need-know/290

Fromm, J (2018) Gen Z In The Workforce: How To Recruit And Retain Youth Generations [online] https://www.forbes.com/sites/jefffromm/2018/07/03/gen-z-in-the-work-force-how-to-recruit-and-retain-youth-generations/#696327137569

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