Z Generation – the generation of people born between 1997 and 2015. Most members of Generation Z have used technology since childhood and are comfortable with the Internet and social media. As those who like to break the rules, do not like a rigid standard, but they are the main human resource and promise to create a breakthrough.
Much of the attention right now can be on Millennials (those born between 1980-1996) – but Generation Z is starting to get noticed as it enters the workforce. Statistically, Generation Z already accounts for 24% of the global workforce and that will grow even larger in the coming years. Gen Z is the main workforce in the near future, so how do employers attract Gen Z employees? The key is thinking from a Gen Z perspective.
1, New technology is always attractive
Living in the digital era, moreover Gen Z is a generation exposed to and living with technology from a young age, so the recruitment process also needs to keep up with trends in this generation. From making sure a business recruitment video needs to be mobile-optimized to easily showcase the company's interesting culture and benefits, to thinking through it like a true Gen Z . Traditional job postings don't work anymore for this generation. As the 100% generation living on Digital, that means they are the first job seekers born in the age of smartphones, online tools and AI-powered virtual assistants. It will be difficult for them to get used to an environment that is completely not enveloped in the convenience and speed of digital interaction.
Living in the age of technology, accustomed to the speed and endless sources of information, Generation Z wants a similar experience at work and in the hiring process. To meet those needs of Gen Z, employers need to explore and apply technology in the recruitment and interview process, giving candidates more choices and control over the application process. Employers can consider HR software that supports recruitment activities such as automatic scheduling, CV filtering by criteria and on-demand interviews provided by candidates, creating opportunities for them to express themselves. technology experience they want in their job hunt.
2, Diversify the business's social media channels
Gen Z spends most of the day on social media platforms. Businesses should focus on promoting their work, image, and company culture on social media channels to influence candidates, increase company coverage, and attract the attention of candidates. employees and is the basis for convincing candidates to work. Create and regularly update company status on Facebook, Instagram, YouTube, Linkedin or Tik Tok platforms. Encourage employees to use social media or personal pages to advertise vacancies.
3, The added benefits for employees
The benefits and value received while working are important issues candidates need to consider when candidates decide whether or not to work for a company. In addition to salary-related benefits, added benefits such as free food, game room, friendly office or company trip are the perks that help employers attract Gen Z talent. attractive benefits that companies can consider to attract Gen Z are annual health care benefits; secure health insurance policies for both spouses; allow employees to take family leave and support medical services to care for employees and their children, regardless of physiological status. To attract the attention of this generation and potential candidates, employers need to create a competitive advantage for their company through job descriptions, interview processes or online forums. other. Gen Z matters a lot about a business such as culture, career opportunities, reputation of leaders and other benefits.
4, Diversity factor in culture
Generation Z is the most diverse group to enter the workforce – not just by race but also by gender. As a result, they expect diversity to be a top priority for employers. Include cultural diversity in employee stories such as videos, blogs, and social media. Show that the company is not biased in the screening and interviewing process and ensure that all diverse candidates get their fair share when applying. Employers need to spend time in each interview to demonstrate this factor and show respect to potential candidates.
5, Communicate intelligently
To attract talent and communicate effectively, companies need to highlight new product development strategy, charity initiatives, awards and other news in press releases and articles. posted on the blog. Convey content in the form of videos or images to introduce the company and employee stories to make a strong impression and increase brand coverage. Using promotional language wisely to convey messages and benefits will help expand the company's brand. Many businesses may not realize that the language they use in their ads isn't personalized enough, or may unintentionally exclude people from the LGBT group. Gen Z-ers are increasingly entering the labor market, which contributes to increasing the rate of competition between businesses and competitors to attract talent of this generation. Enterprises need to have new directions in recruitment to attract young, creative and energetic employees of Generation Z.
But recruiting alone is not enough. How to make employees work for a long time is another problem. Many businesses have a situation of personnel coming in and out continuously, or recruiting a lot of employees initially but then no one is left. Why is that? (there's more…)
