What Really do Millennials & Gen Z Want from Recruiters?

 What Really do Millennials & Gen Z Want from Recruiters?

Written by Deepak Bhagat, In Business, Published On
July 21, 2022

Recruiters only recently discovered that Millennials were the way to go. However, a new pool of applicants – Generation Z – emerged on the market shortly after.

With so many hardworking people entering the workforce, now is the time to start looking for new job opportunities and preparing to welcome these new employees.

However, with the emergence of Gen Z and Millennials, it is critical to understand their demands and desires to keep them engaged in the company.

Which Generation is Talked about?

First and foremost, let us introduce Gen Z, the generation born following the Millennials, specifically between 1996 and 2012. This is one of the most varied generations in the world, accounting for 25% of the total population of the United States.

Hiring a Gen Z member is not the same as hiring a (more or less) well-known millennial. If a recruiter believed they knew the finest hiring strategies for millennials, they’re in for a rude awakening: none of it applies to Gen Z.

Even though they are still classified as millennials, this generation is more diverse than it is similar.

How to Attract Gen Z & Millennials?

Here are some suggestions for attracting outstanding Gen Z and Millennial candidates:

  • Start Early

You should probably start recruiting Gen Z and millennial candidates sooner than you think. This generation’s workforce is starting their job hunt sooner than previous generations, and they’re looking for top companies that can match their needs.

Only 10% of Gen Z students plan to start looking for a job after graduation, while nearly 20% begin their hunt during the first year.

  • Be Visible on Campus

Campus recruitment isn’t going away: according to half of these generation students poll, campus hiring opportunities are one of their most useful job-search resources. Contact the career services center on campus, explore internship options, and establish a line of communication and interest.

The idea is to keep these relationships going throughout your educational career. Invite students to join your talent network, stay up to date on company activities by following your company on social media, and sign up for email communications to learn more about recruiting and campus events.

  • Demonstrate Your Social Effect

Millennials and Gen Z are passionate about their own core beliefs of social responsibility. They are looking for a company that shares their sense of mission and vision.

Your social impact activities should be prominently displayed in your recruitment marketing materials.

  • Invest in Recruitment Tech

These generations, who grew up in a technologically advanced society, are looking for high-tech job application experience. More than half of this group will not even apply to an organization if they believe the recruitment approaches are obsolete.

This necessitates the use of a fully integrated recruitment tech stack. It’s critical to deliver a modern hiring experience throughout, from recruitment software that keeps you in touch with candidates to recruitment event technology that optimizes the fair career experience.

  • Create a Powerful Employer Brand

Your internet presence can either lure Gen Z or be a lasting hindrance. This group considers third-party review sites to be among their top three job-search resources, implying that they’ll already know a lot about you before speaking with a recruiter.

Your career page and employee social media presence are top research sites for Gen Z more than any other group. Make sure your company has a solid online employer brand.

What do Gen Z & Millennials want From Recruiters?

When it comes to enhancing employee engagement, it’s crucial to consider generational preferences for how the workplace should be designed.

Here’s what Gen Z & Millennial job seekers want in the workplace:

  • Salary

Every demography prioritizes compensation when taking a new position, according to the Yello Recruiting Study.

When it comes to starting salaries for entry-level positions, Gen Z is evenly distributed. When it comes to compensation discussions, these first-time employees are unsure of what to anticipate.

  • Work with a Purpose

Unlike previous generations, Gen Z and Millennials are the first to include “work obligations and projects” among their top three factors in selecting whether or not to accept a job offer.

These job searchers don’t just want to clock in and out anymore, thanks to the recent growth of mission-driven organizations that incorporate social consciousness into all they do. They want to know that their daily tasks will have a significant impact and love their work.

  • Work-Life Harmony

In recent years, experts have switched away from the term “work-life balance” in favor of “work-life integration,” which more fully portrays the modern work experience.

In today’s connected world, Gen Z and Millennials understand that work doesn’t always end when they walk out the door at 5 p.m.

Instead, they want workplace flexibility that allows them to take time off when needed, work from home, and participate in a culture of “unplugging” when necessary. Demand that company leaders practice what they preach when it comes to balancing work and personal life.

  • Employee perks

Employees anticipate outstanding medical insurance, a fun vacation package, and a generous retirement plan regarding benefits. However, they are concerned about their personal and financial futures and want student loan aid, tuition reimbursement, and maternity and paternal benefits.

  • Mobility

Employees from Generation Z and Millennials are eager to learn and seek professional development at work. They’re seeking opportunities to advance, and they’re more likely than past generations to change jobs if a better one arises.

Providing opportunities for advancement inside the company can be crucial. A culture of constant learning and progress, whether upward or lateral, could be the difference between high attrition and high retention.

Make sure to include training and professional development programs and mentorship and sponsorship opportunities, and career planning. A solid internal career path might help a business avoid losing talent to competitors.

What Recruiters Need to Know About Working with Gen Z & Millennials

What any recruiter should know about working with Generation Z and Millennials is this:

  • Get to know your employees: Make time for face-to-face communication and learn what they want from their jobs.
  • Attend to your new hire’s needs: Assist your new hire in forming relationships within your team and throughout your organization.
  • Act as a coach: Provide continual feedback, acknowledge efforts and accomplishments, and serve as a resource for professional development.
  • Encourage authenticity: Be ready to deal with the total individual, including their mental health.
  • Focus on a mission: Gen Z employees aren’t interested in punching in and punching out. They desire to do meaningful work, so they seek out chances where they can make a difference.
  • Provide opportunities for advancement: Concentrate on professional development and demonstrate to Gen Z employees how they may advance inside your company. Continual education can help you fill in the gaps in your expertise.

In Final Words

Employers can benefit significantly from the contributions of newcomers to the workforce. The high-tech literacy of Gen Z and Millennials will smoothly fit with future needs.

This generation approaches entrepreneurship with a daring attitude, exhibiting a willingness to take risks that could lead to innovation.

Businesses can benefit from their social conscience and dedication to values to further their community-focused agendas. Organizations must appeal to both generations based on their shared values and needs and capitalize on their talent and enthusiasm to thrive.

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