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11 Ways Recruiters Can Attract Millennial And Gen Z Job Candidates

Posted by | November 6, 2017 | Employer, Millennial

Via Forbes : 11 Ways Recruiters Can Attract Millennial And Gen Z Job Candidates

With millennials and Gen Z making up almost half of the population, according to a report by Nielsen, targeting this group for your company’s open positions is more of a requirement than ever before. This large and powerful group has a different outlook on the job market than their predecessors and requires a little more effort to gain their attention.

Recruiting this population as potential job candidates takes a different approach that many recruiters may not have considered until now. This demographic is interested in benefits, flexibility, and time off. They are social media savvy and don’t communicate in traditional methods that may have gotten you by in the past.

Below, 11 members of Forbes Human Resources Council share the one change they believe recruiters should make in order to appeal to and interact with millennial and Gen Z job candidates. Here is what they had to say:

1. Make Them See Who They Can Be

Millennials are about experience, growth and self-discovery. Benefits and perks are all good and appreciated, but if a company cannot help them learn something about themselves, create a community that supports them, validate their ability to make an impact or align with their values, the chances of getting them to stay are slim. This generation was raised to go with what feels right to them. – Angela Nguyen, Ad Exchange Group

2. Drop The Gimmicks

Remember, we (HR millennial here!) are dynamic, with interests beyond social media and fun at work. For example, in healthcare recruiting, I can’t compete with some perks from other industries. So, I stress the everyday-is-community-service-day feel to appeal to the corporate volunteerism spirit of millennials and Gen Z. Do your research. Be honest about what your company has to offer. Repeat. – Stephanie Shuler, Charlotte Eye Ear Nose & Throat Associates, P.A. (CEENTA)

3. Follow Candidates, Limit Emails

There is too much emphasis today on sending emails to prospective candidates and awaiting responses. The better method is to encourage people to follow the company’s roles at the skill level, comparing their skills to company demand, in real time. This should be all roles, not just those open for recruiting, so people can build their career with insight into the changing employment landscape. – Rick Devine, TalentSky, Inc

4. Show Genuine Interest

Millennial and Gen Z candidates want to work for an employer that cares about them and their well-being. Recruiters should explain the company’s employee value proposition and culture. Recruiters should strive to develop a good long-term relationship with candidates. Recruiters should also address candidates’ concerns and constantly follow up with these candidates, even when they become employees. – Ochuko Dasimaka, Career Heights Consulting, Inc.

5. Respect And Welcome The Generational Difference

Understand that the concept of employee value proposition goes beyond traditional perks and benefits for them. Use a lot of social media to attract them, emphasize both the challenging and fun parts of working at your organization, and acknowledge the generational difference with respect and openness. Be friendly rather than interrogative while conversing with them and show genuine interest in what they have to offer. – Ekta Vyas, Ph.D, Stanford Children’s Health

6. Share The Non-Tangibles

Millennials and Gen Z candidates value the non-tangibles as much, if not more than the tangibles, e.g. compensation. Expressing the employer’s flexible work policy, maintaining a strong focus on an inclusive culture, offering opportunities for growth, etc. will attract top talent. – Brooke Peterson, Causely

7. Get Social

Today, social media platforms dominate the lives of millennials and Gen Z potential candidates. Recruiters need to get social by staying current with the trends, and using the platforms to transition traditional recruitment methods into interactive tools. The focus should be on lifestyle, relationships and opportunity for an interesting and exciting career. – LeRae Jacob, Creative Door

8. Be Efficient, Communicate Constantly

Millennials and Gen Z thrive in technological and innovative environments. These candidates are high in demand, therefore it is important the interview process is efficient and recruiters have consistent communication with them. These individuals want to jump right into working, therefore onboarding should be short and delivered electronically. – Tiffany Servatius, Scott’s Marketplace

9. Talk Beyond The Tasks

Today’s employees want to do much more than the daily job requirements. They are interested in the company culture, and how they can be part of the larger work environment. They want to understand how to share ideas, network with colleagues, learn new skills and be part of the greater good. To keep them interested, talk about how they will be challenged by the work and hone new skills. – Meg Battle, Rabin Martin

10. Make It Fun

Candidates today want more than a stale job description. They want to feel a connection with the company, values and mission. We have found success by creating short video job postings showing where they will be working and having the hiring manager talk about the role. This engages candidates and gives them a real look into your culture and the job. – Lisa Whealon, GL group, Inc.

11. Provide Immediate Gratification

We realize that millennials and Gen Z desire immediate gratification. In addition, the top-notch candidates have options, so don’t make them wait. Optimize their experience with a career site that is mobile-friendly, and be sure to provide timely responses and feedback. Above all, make the candidate experience for those who aren’t hired just as good, because they may be your future hires. – John Feldmann, Insperity

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