The Generation Z candidates are taking over the world. We’ve arrived at an age where people have more access to information than ever before. The end-result is that this new-batch of prospective recruits are better informed than the recruits of the past. They represent a completely different challenge that companies are forced to adjust to. Not only that, there are also some cultural shifts that companies need to take note of when dealing with younger recruits. Due to the changing corporate and economic landscape of the world, younger recruits have different expectations and priorities when it comes to their careers.

In this article we will be covering the basics of dealing with Gen Z candidates. Without further ado here are three important things to keep in mind when recruiting younger talent:

#1. Gen Z candidates Prioritize their Career Ladders

A statistical survey conducted by Robert Half indicated that younger hires are prioritizing “career opportunities” over “generous pay” when deciding on a job. Why is this statistic important for recruiters to take note of? Because it’s essentially what you should tailor your approach around when it comes to hiring younger recruits. When selling your company to prospective talent, it’s important that you emphasize the value of their growth and development within the company.

Show them the realms of opportunities that open when they decide to work with your team. Gen Z candidates are always looking towards the future, and they will not want to take your job offer if you’re not able to give them good career prospects. A good way to go about this would be to show them concrete examples of notable employees whose careers have flourished as a result of the company’s guidance. In summary, make sure to emphasize that your company takes employee growth and development seriously.

#2. Gen Z candidates Tend to Job-Hop

There is one other thing that you need to know about Gen Z candidates, and that is that they are searching for stability and loyalty. Now hold on, if that’s the case, wouldn’t it be counter-intuitive for them to be hopping from one job to another? Yes, at surface level, that may be the case, but it goes deeper than that. Gen Z candidates set high expectations for themselves when they graduate from college. They see themselves finding a job in a company that suits them, working their way up the ranks, and paying their dues. However, they also realize that their first job immediately after graduation won’t necessarily be the company they establish a long-term working relationship with. They will want to play the field to find that job that suits their personalities and career goals perfectly, and then commit to that job.

That is why recruiters should always be forward-thinking as well. If you don’t want your future employees to end up taking jobs somewhere else, try to examine early on if there is a place for them in the future of your company. Will their personalities and career goals match with the company’s expectations for them? These are questions that Gen Z candidates will have at the back of their minds, and you should be able to answer them.

#3. Gen Z candidates Excel in Collaborative Groups

Another byproduct of accessible information and communication in the new age is that Gen Z candidates are more comfortable in the exchange of ideas with others. The younger generation has developed the ability to be able to organize diversity in a way that can be productive. The same Robert Half survey that was conducted on younger recruits have shown that the respondents preferred working within small teams in an office setting as opposed to working alone. More often than not, Gen Z candidates will crave for human interaction when it comes to handling their projects or performing their tasks. If you’re looking to hire younger recruits, you should be able to make it clear that you are able to provide collaborative settings for them to perform their job. Show them that your company encourages teamwork and communication. Make them feel like they can fit in perfectly with the team when it comes to sharing their ideas.

These are some basic ideas to keep in mind when recruiting younger talent. The world is changing at a rapid pace everyday, and that is why there are cultural shifts that occur. The best companies are able to adapt quickly to emerging trends, particularly in recruitment.

What are other things we need to know when hiring younger recruits? Feel free to leave a comment down below and share your ideas!