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1. How to make the most of your Gen Z Hiring process?
The workforce landscape is changing rapidly, and the recruitment experience for job
seekers has become increasingly important. So much so, that a sub-optimal hiring
experience can possibly lead to a loss of potential candidates. In other cases, it can
cause irreparable damage to an organisation’s reputation. Gen Z, the newest
generation entering the workforce landscape, is particularly sensitive to hiring
experiences.
In this blog, we will explore why a majority of the Gen Z population disappears due to a
poor hiring experience. Permanent staffing refers to the hiring of full-time employees,
as opposed to temporary or contract workers. It is an important component of any
company’s recruitment strategy. It allows for planning long-term while taking into
consideration the continuity of operations.
The Issue in Gen Z Hiring Process
Communication – Gen Z has grown up in an era of immediate gratification and
constant feedback. They expect companies to respond quickly to their inquiries, and to
provide clear and transparent communication throughout the hiring process. This
includes everything from job postings and application forms to interviews and offer
letters.
High Turnover Rate – Unlike previous generations, the current generation is not afraid
to switch jobs frequently if they feel that their needs are not being met. A bad hiring
experience can cause them to abandon a company before they even start working
there. In fact, a recent survey found that 72% of Gen Z job seekers are willing to
abandon a job offer due to a poor hiring experience.
Volume – One key reason is that the Gen Z population is set to become the largest
generation in the workforce in the upcoming years. By 2025, Gen Z is expected to
comprise 27% of the global workforce. This means that companies that fail to attract
and retain Gen Z employees will be at a strategic disadvantage in terms of talent
acquisition and retention. In addition to the impact on talent acquisition and retention,
their hiring experience can also have a significant impact on a company’s reputation.

2. Transparency – Gen Z is a highly connected generation, and they share their
experiences with others online. This means that a poor hiring experience can quickly
spread through social media and online review sites, causing reputational damage to an
organization.
So what can companies do to avoid losing Gen Z?
Modernisation – One key step is to modernize their recruitment practices. Being
unorthodox is key. This means using digital tools to streamline the application process,
providing real-time feedback to candidates, and being transparent about the status of
their applications. Companies should also ensure that they have a strong employer
brand that aligns with Gen Z’s values and expectations.
Prioritize Candidate Experience – Another important step is to focus on the
candidate- experience throughout the recruitment process. Gen Z candidates want to
feel valued and appreciated. They want to know that the employer is interested in them
as a person, and not just as a resume or a set of skills. Companies need to personalize
their approach to hiring by taking the time to understand each candidate’s goals and
aspirations. Failure to do so can make candidates feel like they are just another name
on the list, and can result in them losing interest in the company.
Company Culture– Another reason is the lack of a strong company culture. Gen Z
candidates are socially aware and value organisations that share their values. They
want to work for companies that have a positive impact on society and the environment.
They also want to work for companies that value diversity and inclusion. Companies
that fail to demonstrate a strong company culture are likely to lose Gen Z candidates to
companies that do.
Technological Advancement – The lack of a seamless digital experience can be a
decisive factor as well. Gen Z candidates are known for their tech-savvy nature, and
they expect a seamless digital experience when it comes to job searching and hiring.
This means that companies need to have a user-friendly website that is easy to
navigate, as well as an efficient application process that can be completed online.
Failure to provide a seamless digital experience can result in Gen Z candidates losing
interest in the organisation.

3. Diversity and Inclusion – In addition, companies should focus on providing a
seamless digital experience for job seekers. This means having a user-friendly website
that is easy to navigate, as well as an efficient application process that can be
completed online. Companies should also leverage social media and other digital
platforms to engage with potential candidates and showcase their company culture.
Companies should invest in permanent staffing and recruitment strategies that
prioritize diversity and inclusion. This can include partnering with organizations that
focus on diversity and inclusion, using blind resume screening techniques to eliminate
biases, and providing training for hiring managers to ensure that they are aware of
unconscious biases and committed to hiring a diverse range of candidates.
Conclusion
In conclusion, the Gen Z population is entering the workforce with different expectations
and preferences when it comes to job searching and hiring. Failure to meet these
expectations can result in companies losing out on talented candidates.
To avoid losing Gen Z candidates due to poor hiring experiences, companies should
focus on clear communication and transparency, personalized approaches to hiring,
flexible work arrangements, building a strong company culture, providing a seamless
digital experience, and investing in permanent staffing and recruitment strategies that
prioritize diversity and inclusion.
About Prompt Personnel
Prompt Personnel is one of the leading staffing firms in Mumbai. We serve a wide range
of industries such as healthcare, education, pharmaceuticals, automobiles, chemicals,
shipping, airlines, and BPO. Our HR services are available in Mumbai, Chennai,
Kolkata, Bangalore, and Hyderabad.
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Take advantage of our HR experts, team of recruiters and labor law consultants to open
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