Keeping Gen Z Candidates Warm and Engaged During the Hiring Process: 3 Essential Strategies
In today's competitive job market, attracting and retaining top talent is a significant challenge for employers. Generation Z, those born between the mid-1990s and early 2010s, bring unique perspectives and expectations to the workplace. As digital natives, they are adept at using technology and have different values compared to previous generations. To successfully engage and keep Gen Z candidates warm during the hiring process, employers must adopt new strategies that align with their preferences and expectations. Here are three essential strategies to consider.
1. Embrace Technology and Digital Communication
Gen Z has grown up with technology at their fingertips, making them the first true digital natives. This familiarity with technology means that they expect a seamless, tech-savvy hiring process. To keep Gen Z candidates engaged, companies must leverage digital tools and platforms effectively.
Utilise AI and Automation for a Streamlined Process
Artificial Intelligence (AI) and automation can significantly enhance the candidate experience by making the hiring process more efficient and personalised. For instance, AI-driven chatbots can provide instant responses to candidates' queries, schedule interviews, and offer updates on their application status. According to a study by IBM, 72% of job seekers believe that the use of technology in hiring improves the overall experience . By incorporating AI, companies can ensure that Gen Z candidates feel valued and informed throughout the hiring process.
Leverage Social Media and Professional Networks
Gen Z spends a considerable amount of time on search and social media platforms such as YouTube, Instagram, LinkedIn, and TikTok. These platforms are not just for socialising but also for professional networking and job hunting. Companies should have a strong presence on these platforms to attract and engage Gen Z candidates. Posting regular updates about job openings, company culture, and employee testimonials can keep candidates interested and informed. According to LinkedIn's Talent Solutions, 62% of Gen Z candidates use social media to find job opportunities . Therefore, leveraging these platforms can significantly enhance engagement.
Personalised Communication
Personalisation is key to keeping Gen Z candidates engaged. Generic emails and automated messages can come across as impersonal and may deter candidates. Instead, use personalised communication to show that you value them as individuals. This can include personalised email updates, direct messages on social media, and tailored content based on their interests and career goals.
2. Offer Transparency and Authenticity
Gen Z values transparency and authenticity in their interactions with potential employers. They want to know about the company's culture, values, and mission, and they appreciate honesty about the job and the hiring process.
Provide Detailed Job Descriptions and Expectations
One way to offer transparency is by providing detailed job descriptions and clear expectations for the role. This helps candidates understand what the job entails and whether it aligns with their career aspirations. According to Glassdoor, 61% of job seekers say that the most important factor in a job advertisement is a clear and detailed job description . Ensuring that job postings are comprehensive and transparent can attract the right candidates and keep them engaged. Salary transparency makes an impact too so consider this factor.
Showcase Company Culture and Employee Stories
Gen Z is particularly interested in company culture and values. They want to work for organisations that align with their personal values and beliefs. To showcase your company culture, use videos, blogs, and social media posts featuring employee stories and testimonials. According to a survey by Deloitte, 77% of Gen Z respondents said that a company's level of diversity and inclusion impacts their decision to work there . Highlighting your company's commitment to these values can make a significant difference in keeping candidates warm.
Be Honest About the Hiring Process
Transparency about the hiring process is crucial. Clearly communicate the steps involved, the expected timeline, and any potential challenges. If there are delays, be upfront about them and provide regular updates. According to a survey by CareerBuilder, 82% of employers believe that providing a clear timeline and frequent communication during the hiring process significantly improves the candidate experience . Honest communication helps build trust and keeps candidates engaged.
3. Foster a Sense of Belonging and Inclusion
Gen Z places a high value on diversity, equity, and inclusion (DEI). They seek workplaces where they feel they belong and where diverse perspectives are valued. To keep Gen Z candidates warm, companies must demonstrate their commitment to DEI.
Implement Inclusive Hiring Practices
Inclusive hiring practices are essential to attract and retain diverse talent. This includes using unbiased language in job descriptions, implementing blind recruitment techniques to reduce unconscious bias, and ensuring diverse representation on interview panels. According to a report by McKinsey & Company, companies with more diverse workforces are 33% more likely to outperform their peers financially . By prioritising DEI in your hiring process, you can appeal to Gen Z candidates who value inclusivity.
Create Opportunities for Engagement
Creating opportunities for candidates to engage with current employees and leadership can help foster a sense of belonging. This can include virtual meet-and-greets, Q&A sessions, and networking events. According to a survey by PwC, 86% of Gen Z respondents said that they prefer collaborative work environments . Providing these opportunities can help candidates feel more connected to the company and its culture.
Highlight Career Development and Growth
Gen Z is keen on career development and continuous learning. They want to know that there are opportunities for growth within the company. Highlighting your company's commitment to professional development, mentorship programs, and career advancement can keep candidates interested. According to LinkedIn's Workforce Learning Report, 94% of employees said they would stay at a company longer if it invested in their career development . Showcasing these opportunities can make a significant impact on Gen Z candidates' decision-making.
Engaging and retaining Gen Z candidates requires a tailored approach that aligns with their values and expectations. By embracing technology and digital communication, offering transparency and authenticity, and fostering a sense of belonging and inclusion, companies can create a positive and engaging hiring experience.
These strategies not only keep Gen Z candidates warm during the hiring process but also set the foundation for a successful and long-term employee-employer relationship. As the workforce continues to evolve, adopting these practices will be crucial for attracting and retaining the next generation of talent.
Sources:
IBM. (2020). "The impact of AI on the candidate experience."
LinkedIn Talent Solutions. (2019). "How Gen Z is shaping the future of work."
Glassdoor. (2020). "Top 5 reasons job seekers view detailed job descriptions."
CareerBuilder. (2019). "How to improve the candidate experience."
McKinsey & Company. (2020). "Diversity wins: How inclusion matters."
PwC. (2019). "Global Generations study."
LinkedIn Learning. (2018). "Workforce Learning Report."
