Three recruitment challenges when hiring Generation Z and how to overcome them
Millennials and Generation Z currently account for 38% of the global workforce. However, in the next decade, that figure will rise to 58%, making these generations the most dominant in tomorrow’s workplace.
The ability to attract Generation Z is on the top of every recruiter’s list. But it’s not without its challenges. If there’s just one characteristic that defines this generation, it’s their desire to improve the world; Gen Z are on a mission to undo the mistakes of their parents and grandparents, and to make a difference to the world through individual expression. So, how do you satisfy Gen Z’s global ambitions?
Below, we look at three recruitment challenges and how to overcome them:
1. True digital natives
Perhaps the most commonly known fact about Generation Z is that they’re the first true digital natives – unaware of an existence before the internet. Therefore, when looking for potential employers, Gen Z are likely to be attracted to companies that are using technology to create a more meaningful employee experience.
For employers, this means implementing an employee engagement platform where employees can access details about their employment, enrol in employee benefits, and use booking tools to make appointments, anytime, anywhere by their smartphone or computer.
In other words, companies need to implement technology that provides greater employee independence and self-service.
2. Entrepreneurial spirit
Being digital natives, no one knows their way around the internet better than Gen Z. As Forbes highlights, Gen Z’s internet savviness has already seen a few ambitious individuals launch successful tech businesses:
- Learning to sew at 11 years old, Moziah Bridges – founder of Mo’s Bows – created his own bow ties and sold them on Etsy. Today, his products are distributed in several boutiques.
- 17-year-old Nick D’Aloisio sold his mobile news application, Summly to Yahoo.
- Before the age of 20, Mark Bao founded 10 tech start-ups and was also the co-founder and Chief Technology Officer of a venture-backed company, Onswipe.
According to a Gallup student poll conducted on 2011, nearly eight in 10 students (77%) say they want to be their own boss, 45% say they plan to start their own business, and 42% say they will invent something that changes the world.
Even if the ultimate goal of many from Gen Z is to run their own business in the future, employers can learn from and tap into their entrepreneurial way of thinking to spark innovation, develop ideas and products, and find new solutions.
3. Customisation and personalisation
Having been born into a world of endless customisation, why would Generation Z expect anything less from their employer? Whether listening to Spotify, watching videos on YouTube or browsing Facebook, we’re provided with a customised experience based on our own individual history and preferences. Ads are targeted and newsfeeds are personalised.
Through an employee engagement portal, employers can offer each employee a unique and personalised employee experience, which is crucial when trying to attract and engage Generation Z.
When logging into their portal, employees should only see information specific to their own employment, including benefits he or she is eligible to enrol in.
Administrators can customise messages and, using filters, send variations of the message to specific age groups, teams, departments, offices and even countries.
Want to learn more about Generation Z’s communication preferences and how to engage the future workforce? Download our e-book, Generation Z – The Definitive Guide to The Future Workforce.
This article is provided by Benify.
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