In today’s competitive job market, attracting and retaining Gen Z talent is crucial for any forward-thinking organization. Gen Z, the newest generation entering the workforce, faces unique challenges and has distinct values that set them apart from previous generations. At Balance Staffing, we understand these nuances and are committed to designing recruitment processes that resonate with Gen Z’s aspirations and needs. Here’s how to create a hiring funnel that brings the next generation of talent through your doors.

Understanding Gen Z: A New Kind of Worker

Gen Z, accounting for 30% of the global population and expected to make up 27% of the workforce by 2025, is the first generation to grow up fully immersed in technology. They are global, outspoken, and socially responsible, seeking genuine support and real change rather than just resilience at work. To attract Gen Z, companies must align with their values and provide an environment that supports their desire for occupational mobility, sustainability, diversity, and gender equality.

7 Strategies to Attract Gen Z Talent

1. Skills-Based Hiring: Skills-based hiring involves using assessments and practical tasks to evaluate a candidate’s skills and competencies before interviews. This approach not only saves time but also opens doors to talent from underserved communities, including those without traditional four-year degrees. Given that 60% of the U.S. workforce comprises STAR (Skilled Through Alternative Routes) candidates, skills-based hiring can help you tap into a diverse talent pool and attract Gen Z, who value hands-on learning and on-the-job experience.
2. Engage with Students and Graduates Early: Building relationships with potential candidates before they enter the workforce is crucial. Participate in on-campus career fairs, offer internships, and engage in face-to-face interactions with students and new graduates. This personalized approach is essential, as Gen Z values personal attention and a clear path to career advancement.
3. Align Company Values with Actions: Clearly communicate your company’s values in job advertisements and demonstrate your commitment to causes Gen Z cares about, such as sustainability and gender equality. Actions speak louder than words, so involve your team in philanthropic activities and ensure your values are reflected in everyday business practices. This alignment can significantly enhance your appeal to Gen Z candidates.
4. Build a Diverse Referral Network: Employee referrals are a popular job source for Gen Z, with over 60% relying on their networks when job hunting. Encourage your employees to refer candidates by using talent assessment software to evaluate their skills before interviews. Make the referral process easy, transparent, and aligned with your company culture, and incentivize participation with perks like extra vacation days or special rewards.
5. Showcase Your Commitment to Diversity and Inclusion (D&I): Ninety-nine percent of Gen Z consider D&I important. Highlight your commitment by crafting a clear D&I statement, showcasing diversity statistics, and sharing your community involvement. Ensure your website and job ads reflect these values, as Gen Z’s job loyalty is closely tied to their satisfaction with a company’s D&I efforts.
6. Offer Flexible Work Options: Seventy-five percent of Gen Z professionals prefer remote or hybrid working environments. To attract Gen Z, provide flexible scheduling, job-sharing opportunities, and emphasize results over hours worked. Allow candidates to choose their preferred working environment, promoting autonomy and a better work-life balance.
7. Prioritize Learning and Development: Learning and development opportunities are crucial for Gen Z, who prefer hands-on, collaborative learning experiences. Offer mentorship, job shadowing, and cross-functional collaboration to help them grow. Provide resources for continuous learning, such as online courses and certifications, and use skills assessments to identify areas for development.

Implementing Skills-Based Hiring for Multigenerational Recruiting: Gen Z is highly educated and diverse but often struggles to stand out in traditional hiring processes. By focusing on skills-based hiring, you can evaluate candidates based on their actual abilities rather than their educational background. This approach helps level the playing field and ensures you hire candidates with the right skills for your roles.Additionally, work with new hires to outline development plans based on in-demand skills, fostering a culture of continuous growth and advancement. This not only attracts Gen Z but also supports a multigenerational workforce, enhancing overall team performance.

Conclusion

At Balance Staffing, we believe in balancing the goals of candidates and clients to create thriving workplaces. By understanding and addressing the unique needs of Gen Z, we help companies design recruitment processes that attract and retain top talent. Implementing strategies like skills-based hiring, early engagement with students, and a strong commitment to D&I can transform your recruitment efforts and ensure you stay ahead in the competitive job market.

Partner with Balance Staffing to create a positive, inclusive, and dynamic workplace that resonates with the next generation of talent. Let us help you navigate the evolving recruitment landscape and build a team that drives your organization’s success.