Your 4-point checklist to hire the best Gen-Z talent

Gen-Z recruitment is on the rise – how well do we know Gen-Z ? And how can you hire better Gen-Z talent?

Gen Z (plus Millennials) are making up 38% of the total workforce. And it has been predicted that in the next decade, this figure will rise to 58%. This will make them the most dominant generations in the workplace. 

Who are Gen-Z?

There isn’t a standard defined age range for Gen-Z, but most popularly it is the generation born after the year 1996. Gen-Zers belong to the group who have been raised in a media-surrounded world and haven’t witnessed living without mobile phones or the internet. 

Major Reason the Corporate World Needs Gen-Z.

Gen-Z is bringing a fresh perspective to the workplace. Holly Schroth (2019) writes in one of her recent publications that Gen- Z has been found to be one of the most achievement-oriented generations; having a greater economic well-being, are highly educated; more ethnically and racially diverse than any other generations. They grew up in different times and therefore, understanding them will help us better integrate them at our workplace. 

So here are 4 Hacks for you to pump up your recruitment process and hire quality Gen-Z talent –

  • Take Up Social Media Recruitment.

    According to a recent study by Peter and Vasa (2020), Generation Z spend a huge portion of their free time on social media platforms – and they prefer online job search. This is why social media platforms like LinkedIn and Facebook are slowly coming up with separate Job Search sections. So, design a social media hiring strategy and stay active on social media platforms. Join different social media groups and use multiple relevant hashtags while posting about any job vacancies. Include the most browsed platforms by Gen-Z such as Linkedin, Facebook, Twitter, etc. as your targeted channels. Utilize add-on tools available with the social media sites such as Talent Insights for getting analytics about current skill gaps, attrition rates, potential talent poaching targets, etc.


  • Play With the Visuals During The Recruitment Process.

    Gen-Z has lived around visuals, whether it is sending gifs while texting or scrolling on instagram. They carry a visual-first mindset. An article by Mccrindle defines Generation-Z as Global, Visual, Digital. Using the traditional question-answer format in assessments might not resonate with them. So let them express themselves in the language they know the best. Use visual-based assessments that make use of picture/video/gif based questions to screen. 


  • Adopt HR Chatbots and Text Messages.

    66% of the Gen-Z feel that texting highlights an organization’s tech-savviness during the recruitment process. For a generation that is used to instant messages and 24/7 chatting apps – a detailed email can appear slow, dull and boring. Send them direct messages through chatbots to increase the likelihood of their responses – and not miss out on Gen-Z talent.  You can integrate these such chatbots to the Career Page of the Website to communicate, coordinate, gather the entry level information, answer FAQs or share more about the organization – and reduce the burden of the HR Team as well.  


  • Speed Up the Hiring Process.

    Eight seconds is the approximate attention span of Gen Z. So time is the key. An average hiring process takes around 23 days. But the majority of Gen-Z job seekers (82%) expect the hiring process to wrap up within 2 weeks or less (Source: 2019 Yello Recruiting Study). So, opt for assessments that are shorter, quicker to conduct, gives you the report in a shorter time frame such as AI-based digital assessments – so that you can narrow down the candidates at the entering stage, have a smaller pool to interview and reach the decision quickly.

Read our latest blog to know about more innovative ways to recruit Gen-Z.

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