The Gen Z Factor
The post-pandemic world has shifted the working landscape like never before. Companies were pushed to adapt to the “new normal” by implementing remote/hybrid accommodations and increasing focus on employee wellness. Despite all the changes that companies have made in an attempt to stay afloat, the U.S. is still facing a major labor shortage. On the surface, Gen Z’s addition to the workforce should be a relief to recruiters. As Gen Z makes up 27% of the global workforce with an expectation to overtake baby boomers over the next year, these younger generations should count as a major improvement against the labor shortage. However, the process of recruiting Gen Z talent has proven more complicated than recruiters originally anticipated.
Modernizing Recruitment
Every generation has its preferences regarding how they want to be recruited, and Gen Z is no different. When attracting potential employees, recruiters must utilize an updated strategy, or risk facing the 54% of Gen Z applicants who will drop the application for being too outdated. Since 54% of Gen Z is on social media for at least four hours a day, recruiters who utilize the company’s social media platform are more likely to attract this market. With recent data revealing social media led to job offers for 73% of job seekers aged 18-34, this is a strategy that recruiters cannot ignore. Gen Z is a technologically advanced generation, and they want to see companies willing to adapt to the changing world. Alongside social media recruitment, they want to see other modernizations to the process such as virtual interviews, automatic chatting software, and optimization of mobile applications.
Streamlining the Application Process
Besides implementing a modern recruiting practice, the application process must be as streamlined as possible. In a survey from Bullhorn of 1,000 Gen Z job candidates in the U.S., three out of four respondents admitted to abandoning a promising work opportunity due to obstacles in the process. One-third of respondents abandoned their applications before they were even submitted, citing the fact that the process was too time-consuming. Some recruiters might prefer requiring lengthy applications to ensure they will gather enough data for the screening process, but the opposite is usually true. Too much information makes the screening process even lengthier while intimidating applicants away from the job opportunity rather than encouraging their commitment to the process.
Prioritizing User Experience
When designing applications, recruiters should prioritize user experience. Are there any relevant questions to ask that cannot be answered by reviewing the resume? How long should job seekers expect to spend on an application? Many respondents to Bullhorn’s survey also cited poor communication as a reason for dropping their applications, so recruiters should regularly maintain contact with potential recruits throughout the process.
As the U.S. labor shortage has yet to show signs of significant improvement, recruiters are pushed to compete for Gen Z’s attention. Adapting to their expectations will take a concentrated effort, as Gen Z is looking for modern approaches to job applications. Even so, it is more important than ever to cater to the younger employees entering the workforce. Otherwise, recruiters risk wasting resources on outdated recruiting strategies and falling behind competitors who attract employees by prioritizing innovation.
