Preparing to Recruit Gen Z: Three Things to Consider

By Team Hireology,
August 18, 2014

As the workforce is busy adjusting to the growing presence of millennials, a new generation is waiting in the wings. In just a few short years, “Gen Z” will become the hot new HR topic, and hiring managers everywhere will be scrambling to recruit the best of those born between 1995 and 2010. 

Highly digitalized and riding the hype wave that every coming generation does, Gen Z promises to bring a new set of skills and ideals to the workplace. And though not every individual will fit the generalized mold of their age group, its overall differences will make recruiting Generation Z a different game. 

Here are three things to consider as you prepare for this new wave of talented youngsters:

A new approach to social media

Gen Z’s refusal to adopt Facebook into its social media repertoire is the first sign of its differences from Gen Y. While millennials came of age when our current Internet culture was still emerging, all Gen Z has ever known is it evolving. The first generation of true “digital natives”, this group has already moved on in favor of niche communication tools like Snapchat and Instagram.

If your company plans on using social media to catch their attention, it needs to take this into account. Facebook and email will likely be no good, with quicker, more interactive recruiting methods taking over. Be ready to create numerous new social media accounts for your company, and to take innovative risks with the way you use them. 

Incorporating “intrepreneurship”

In the face of this constant digital innovation, Gen Z has developed a mindset that’s far more entrepreneurial than that of the generations before them. To them, innovation and breakthrough ideas are not only encouraged, but are a feasible norm. Stories like Mark Zuckerberg’s inspire them to start something of their own, and they value the idea of the road less travelled.

In order to attract a generation of people who would rather work for themselves than for you, creating like-minded opportunities in your office is key. Companies that promote intrepreneurship, or acting with the mindset of an entrepreneur but in an established organization, will find success by offering active opportunities to these candidates.

Add a purpose to your jobs

A large part of Generation Z’s entrepreneurial tendencies come from their desire to find purpose in what they do. This desire for fulfillment through work has been much-talked about in millennials, and it will only grow stronger in the coming generation.

The good news is that your company can cater to this need no matter the size or importance of the job. Branding-wise, emphasizing a specific purpose (especially a social one) will make you shine in the eyes of Gen Z. In your job descriptions, mention how candidates can contribute to this higher purpose in the open role. More than anything, Generation Z wants their jobs to be more than just a job, so eliminating things like the inflexible 9-5 will make them feel like you respect that desire.

While our predictions about Gen Z in the workplace are merely speculative at this point, if they follow suit to previous generations the HR industry is about to see some changes. For further information on a group we know a little more about, check out our guide to hiring millennials.

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