Recruiting Gen Zers for the Workplace.

The new Generation Z workers entering the workplace are undoubtedly different from previous generations. Born between 1997 and 2012 they have different aspirations and expectations so the recruitment and selection process should reflect these demands and changes.

Gen Zers are the first truly digital workforce, they have never experienced and world without mobile phones and internet technology. Having grown up in this digital tech world they are drawn to careers in the digital tech industries and their university majors studied often reflect the sciences and engineering-based subjects. For employers looking to recruit a new batch of interns and fresh graduates a better understanding of the Gen Zers expectations is required because it has shifted since the millennial generation. Gen Zers are more environmentally aware and perhaps less ambitiously financially focussed. Their priorities when seeking their first post graduate position are a good work life balance along with the same balance between technology and the human touch. 

For recruiters in the digital tech space, they now have the opportunity to recruit entry level candidates that are fully qualified to match the workplace requirements. However, human resources may want to consider how they pitch benefits because the Gen Zers are putting greater emphasis on their decision to accept a role on paid time off, retirement plans and help with student loan repayments for example. Sourcing Gen Zer candidates has also changed with more emphasis on electronic communications via email, social media messaging apps and online video tools. Phone calls and face to face meetings seem to be on the decline with this new generation so human resources should alter their focus to online tools in the recruitment and selection process. This also has implications for the recruiting companies’ online presence because Gen Zers rely more and more on the careers sections of websites in deciding if a company or the position is attractive. Gen Zers are also more likely to use their referral network to asses a potential employer so recruiters should monitor and interact with LinkedIn groups and other recruitment focussed forums like Glassdoor.  

Generation Z talent is perfectly placed for recruitment into the digital tech space and employers can attract the best digital talent by understanding what appeals to this new wave of potential candidates and what attracts them to roles. Using an AI recruitment solution can really help human resources to fine tune the matching of roles to the Gen Z candidates.  

One such company who are game changing the face of recruitment by providing a robust process to ensure more efficient recruitment is Hire Digital, a start-up recruitment company with a global presence that has invested heavily in Artificial Intelligence (AI) to manage the digital tech recruitment process. Their talent management software platform gives digital talent recruiters a strict criterion for posting job adverts and descriptions and their AI works in such a way that it generates a much smaller more targeted candidate list by using up to 40,000 attributes. They key to this is efficiency, recruiters spend less time generating job advertisements and trawling through hundreds of CV’s to get their shortlist, Hire Digital tech can rapidly access up to 1bn talent globally.   

Hire Digital is an AI technology with a human touch that is completely revolutionising the recruitment and selection process. It’s two times faster, 50 % cheaper and ten times more accurate than traditional hiring tech. To find out more speak to Robin Brohl at Hire Digital he is a real person and would love to engage with you and help you streamline your recruitment processes.