6 Ways to Gen Z-Proof your Recruiting Process

6 Ways to Gen Z-Proof your Recruiting Process

Newly published research findings from Oleeo and Universum show just how competitive student recruiting really is becoming. This piece identifies six key strategic ideas to incorporate for Gen Z-proofing your recruiting process here and now.

Morgan Stanley just made headlines for remodeling 1.2 million square feet of office space to cater to its technology-enabled Gen Z workforce. This is just the latest example of companies of all sizes not just embracing the idea of a Gen Z-led workplace but also doing something about it.

While that’s a noble effort, catering to Gen Zs should start well before they are even on board. In fact, if your recruiting process hasn’t already been “Gen Zized,” now is the time to reassess it.

Also Read: The Resume is Dying: Here’s What the Future of Hiring Looks Like

Driven by recent research findings from Oleeo and Universum, below are six elements that will Gen Z-proof your recruiting process here and now.

1. MARKET YOURSELF. Spend the time and dollars to get your company known.

Nearly half -- 48 percent -- of students in a recent study with Universum indicated that they would not choose an employer as ideal if they do not know enough about them and 13 percent would be put off if they felt employers did not recruit from their school. The good news is an employer branding overhaul is not always necessary. Start small and find small ways -- like populating employer sites with careers fair information -- to get in front of them today.

2. OFFER GROWTH WITH DEVELOPMENT & EARNINGS. Provide a roadmap showcasing the road to growth. At 51 percent of the vote, a top driver for selecting an employer is development opportunities -- not bonus packages or foosball tables. Future earnings rank high on the list as well. If your organization has not already road mapped the career path for young hires, now is the time to develop one.

3. WORK/LIFE BALANCE & SECURITY/STABILITY. Identified as the top two career goals for business students, the best competitive edge is to offer both. If you haven’t experimented with a flexible work arrangement, now may be a great time to pilot one.

4. OPPORTUNITY. Working for an international organization or working for a privatelyowned national company were the top choices for where students would like to go after graduation. Bottom line, they want to be in an environment that won’t shy away from letting them stretch their abilities and experiment -- whether with new roles, new geographies or new opportunities within the organization. While some more established companies have formal rotation programs, perhaps you can identify a more scalable approach.

5. DIVERSE ENVIRONMENT. Diversity plays a big role, and there are plenty of technology-enabled solutions to help ensure you are casting a wider net from the get-go.

Perhaps demo two or three by year’s end to see what works best for your organization.

6. SOCIAL MEDIA SAVVY. Ensure all company social media channels are up-to-date as students surveyed selected social media as the most used and most effective communication channel. If you aren’t already consistently posting, create a social media content calendar that includes 2-3 workplace related posts each week.

Since the fall of 2000, there has been an increase of more than 5.1 million students expected to attend American colleges and universities. Fast-forward several years and it’s understandable why Gen Zs are taking over the workforce as the largest generation in the U.S. labor force, and that number will continue to rise. They also happen to be a generation that is infamous for instant satisfaction and tech-savvy, and it’s obvious why it’s more important than ever that organizations take a close look at their hiring process and consumerize recruiting today. Gen Zs are no longer in the margins of the workforce, so modernization is no longer optional.

Also Read: 7 Reasons to Invest in Smart Recruiting Technology