10 tips for recruiting Generation Z workers

generation z

Nearly 13 million people in the UK are Generation Z. This tech-savvy group was born between 1996 and 2012 and are currently between 16 and 24 years old. Gen Z grew up in a digital-focused yet unpredictable world. As more Gen Z (or Zoomers as they’re sometimes known) graduate and enter the workforce, companies need to reconsider aligning recruitment strategies to suit their needs. 

You might mix up Gen Z with Millennials (don’t worry, you’re not alone). While both generations are weary of the world after living through multiple recessions and the pandemic, Millennials are now between 25 and 40 years old. 

So, how do you recruit the newest generation of workers? Growing up in a technology-fueled world, this group of workers is a little different than generations past. But we’ve put together some tips to help you recruit the best of Generation Z.

Our top tips for recruiting Generation Z

As tech-savvy as Gen Z is, they will not hesitate to research companies before applying for a job. To get in front of Gen Z and gain their attention, you’ll need more than a solid employer brand. Gen Z will look for a great online presence, a diverse workforce, and glowing referrals from those who worked at or with your company. 

The following tips will help you gain traction when recruiting this ambitious, focused, and hardworking group.

1. Leverage Referrals

Almost 62% of Gen Z job applicants prefer a current or previous employee referral. This generation grew up with access to the world’s information at their fingertips. They know things aren’t always what they seem and prefer referrals to get a firsthand review of a company before applying. Asking current employees to refer people they think would be a good fit for your business can help send the right message to Gen Z. Plus, it encourages current staff to join the recruitment process.

2. Give them job security

Gen Z watched as Millennials were forced from job to job to make ends meet or try to advance their careers. And they don’t want that for themselves. 65% of Gen Z workers think of their job as a key component of their overall identity. 

With such a high percentage placing a significant value on their careers, they will naturally want job security when choosing where to work. Promoting job security and opportunities for advancement in your recruiting efforts can help drive Gen Z toward your open positions.

3. Recruit on campus

54% of Gen Z university students view campus recruiting as one of their top job sources. This generation knows the value of face-to-face communication. And they take their careers seriously! 

Nearly 25% of Gen Z start looking for their first job after graduation during their first two years of university! And only 1 in 10 waits until after graduation. Try using career fairs and on-campus events to initiate and nurture relationships with Gen Z.

4. Use technology to accomplish more

Gen Z knows technology better than any other generation. They grew up with it and are more than comfortable using tech in the workplace.

Many Gen Z workers embrace automation and technical advancements to make their jobs easier. Communicating how your organisation leverages technology can be a great way to gain the attention of Gen Z. 

And if your organisation is shy about technology, know that Gen Z can and will walk away from companies unwilling to commit to the digital age.

5. Develop their professional skills

Almost 40% of UK Gen Z workers believe their anxiety is a barrier to getting the career they want. Most feel like they aren’t adequately prepared for some of the most common workforce skills. For example: 

  • Negotiating
  • Networking
  • Conflict resolution 
  • Public speaking
  • Working long hours

It’s essential to let job applicants know your company is committed to professional growth and development. And it’s a good idea to have programmes in place to retain and mentor new hires, so they stay for the long-term.

6. Commit to Diversity

Gen Z is the most racially and ethnically diverse generation in history. And they expect their workplace to be, too. 

Not only do you have to promote your commitment to diversity, equity, and inclusion, but you have to follow through. Gen Z will not let this slide and have no problems moving on if a company doesn’t live up to expectations. Show them you mean business by creating a diversity and inclusion statement, being open about your Diversity, Equity, and Inclusion goals and programmes, and modelling DEI from the top down in your organisation.

7. Offer flexibility

The COVID-19 pandemic showed the world that flexible and remote work environments could work. And Gen Z took note. Two-thirds of Gen Z workers prefer to work online and from their own space. 

Offering remote and flexible work environments will help you attract Zoomers and expand your candidate pool since remote workers can be located anywhere in the world!

8. Make the world a better place

Millennials and Gen Z alike want to better the world around them. And they want to work for a company with the same mindset. To strengthen your recruitment strategy, you should highlight any work with local communities, commitments to sustainability, or charitable partnerships. 

If you don’t have these programmes in place, it may be time to consider creating some. Leaning into making a difference will help pull in Gen Z and improve general perceptions of your company.

9. Work-life balance is key

The days of working long hours and never having time for yourself or your family are gone. Gen Z demands an excellent work-life balance, or they won’t stick around. After watching Millenials hustle through a highly competitive labour market, Gen Z wants to avoid the dreaded burnout

Offering them the chance to work flexible schedules, take plenty of annual leave, and working with them around things like childcare and family commitments can help give you the edge.

10. Communicate how they want

Gen Z can navigate email, social media, and messaging apps but crave one-on-one interactions. They want direct feedback from leaders to understand where they can improve. Building lasting relationships is a key component in engaging Gen Z. 

Zoomers are open to communicating across several channels. It’s a good idea to use email for setting up interviews and discussing plans. But know they are also ok with video meetings and phone calls when necessary. 

At crooton, we cover a variety of topics important to you! Check out our blog for more information on recruitment, including the four pillars of diversity and inclusion, common talent pipeline issues and how to resolve them, and how to reduce bias during interviews

And if you’re ready to level up your recruitment efforts and start recruiting Gen Z, contact us today to learn how our services can help!