How to Optimise Your Recruitment Strategy to Attract and Retain Gen Z Talent

The workforce is evolving, and with it, the methods of recruitment. Generation Z, those born between 1997 and 2012, are now entering the job market in force. With over 61 million Gen Z individuals set to enter the job market by 2025, which will make up 25% of the workforce, as a recruiter, understanding how to attract and engage Gen Z candidates is crucial for finding the best talent for your clients. In this blog, we'll explore key strategies and tips to help you connect with and recruit Gen Z candidates effectively.

Gen Z, having grown up in a digital era, brings a unique set of values, communication styles, and tech-savvy prowess to the table. Their affinity for flexibility, purpose-driven work, and rapid communication channels has reshaped the recruitment landscape. So how – and why – your strategy should change when addressing Gen Z candidates? If you think this is all too much hustle, think again – because Gen Z candidates differ from any others you’ve recruited so far. As this digital-savvy cohort comes of age, you must tailor their strategies to resonate with Gen Z's desire for authentic and transparent employer branding. An astounding 70% of Gen Z candidates prefer to work for companies whose values align with their own – and who shout about it online. The era of generic recruitment tactics is fading; instead, an approach that emphasizes personalised engagement, technology integration, and diversity and inclusion is paramount.

But what does mean for your recruitment strategy – and can you make the needed changes without spending days on restructuring your whole recruitment process?

Embrace digital recruitment platforms

Gen Z are digital natives, and they are most active on various online platforms. They bring a unique set of values, communication style and tech-savvy prowess to the table. To attract them, you must have a strong online presence.

Use platforms like LinkedIn, Instagram, and Twitter to share job openings, engage with potential candidates, and showcase your clients' success stories. Make sure you stand out amongst your competitors by keeping your content relevant and engaging and make sure to spread your content across different platforms to cast the net as wide as possible. Think about where Gen Z’s spend their time online – it won’t be as much LinkedIn as it will be Instagram, TikTok, or even Twitter, make sure you adjust your choice of platforms to their liking and utilise the type of content that performs best on these platforms.

Leverage video content

Video content is a powerful tool to engage Gen Z candidates. Create informative and engaging video job descriptions, virtual office tours, and employee testimonials. Short, visually appealing videos are more likely to grab their attention and give them a sense of what it's like to work for your clients. After the TikTok takeover, 73% of consumers prefer to learn about services and products from short videos above any other type of content – so use it wisely!

If you haven’t started to use Tik Tok you might be missing a trick here. Gen Z candidates will likely be spending a lot of time on Tik Tok compared to other generations - so why not give it a go? You could snap up the talent that your competitors are missing out on! Creating TikTok content might be intimidating at first, but this TikTok recruitment guide will help you get started.

Craft compelling job descriptions and adverts that really sell your client

Gen Z candidates value authenticity and transparency. Did you know that 95% of Gen Z candidates believe that companies should get involved in bigger, worldwide issues? When creating job descriptions for your clients, focus on clear and concise language. Highlight the company's mission, values, and culture. Gen Z candidates are more likely to apply if they can see how they can make a meaningful impact and align with the company's values.

As Gen Z candidates tend to be more socially conscious it’s important to highlight your client's corporate social responsibility initiatives, such as sustainability efforts, community involvement, or diversity and inclusion programs. Show that your clients are committed to making a positive impact in the world.

Another thing Gen Z candidates are ambitious about is growth opportunities. Emphasise opportunities for professional development and growth within your client's companies. Highlight mentorship programs, training initiatives, and career advancement prospects in job adverts.

Streamline the application process

Gen Z candidates appreciate efficiency. Simplify the application process as much as possible. Make sure your agency invests in a modern and user-friendly website that offers easy access to job listings, resources, and a simple application process.

Remember that Gen Z candidates are mobile-first. Ensure that your website is optimised for mobile and that your application and registration forms are easy to complete from one - this can really put off a Gen Z candidate from applying for one of your roles they see when scrolling on their phone if they then have to log on to their laptop to apply later.

Showcase your client’s work-life balance

Work-life balance is essential to Gen Z candidates. If your clients offer flexible work arrangements or remote options, make sure to highlight these in your job descriptions. 70% of workers believe that a good work-life balance is vital when choosing a new job – and 57% say it’s a deal breaker that would make them turn down the job. Be open to discussing flexible scheduling during the recruitment process to meet their needs. Gen Z candidates grew up witnessing burnout and inflexible work arrangements for older generations and there is a lot more awareness on mental health these days.

Communication is key

Gen Z candidates prefer clear and frequent communication. Keep them updated throughout the recruitment process and be responsive to their inquiries. Make sure you personalise your interactions and take the time to understand how your candidate prefers to be communicated with. Make sure to provide feedback after every interview, even if they don't make it to the final round. This is key with any generation of course and it can really set you apart from your competitors.

Attracting Gen Z candidates requires adapting to their unique preferences and values. By embracing digital platforms, focusing on transparency, and catering to their needs, you can connect with this generation effectively and help your clients find the best talent for their organisations. Remember, understanding and respecting Gen Z's expectations and priorities will set you on the path to success in today's competitive recruitment landscape.

To learn about techniques that will help you become the top biller, read our eBook below!

Recruitment KPIs

Beth Williams

Awesome Aussie Beth is an experienced recruiter and Growth Executive here at Firefish. She has a huge love of the industry and a real passion for helping recruiters to change the way they recruit.

Subscribe to our blog and receive top content to help you reach, engage and recruit more effectively!