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How Do You Solve The Problem of Recruiting Gen Z?
The document discusses strategies for recruiting Gen Z and Millennials, highlighting their differences and expectations. Key themes include the importance of transparency, feedback, personalized experiences, and the need for companies to adapt to the digital and individualistic preferences of Gen Z. Recruiters are urged to provide clear career pathways, recognition plans, and to engage with Gen Z through authentic, visual communications.
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How Do You Solve The Problem of Recruiting Gen Z?
- 1. HOW DO YOUSOLVE THE PROBLEM OF RECRUITING GEN Z? William Tincup I August 20, 2019 I 2 pm EST
- 2. The Plan HOUSEKEEPING You arein Listen-Only Mode. You can hear us, but we can’t hear you. ASK QUESTIONS Don’t be shy! Use the Questions Panel in your side bar to talk to William. SHARE We’re LIVE. Use the #rdaily hashtag to share on social media. WE’RE RECORDING You will receive a copy of this slide deck & recording after the webinar. Keep an eye on your inbox.
- 3. CAMPUS & EVENTMANAGEMENT HIRE NEXT GEN TALENT WITH NEXT GEN SOFTWARE THE ONE EXPERIENCE TALENT PLATFORM GR8PEOPLE.COM
- 4. The Expert William Tincup,SPHR, SHRM SCP President
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- 7. What is amillennial? • The majority of researchers and demographers start the generation in the early 1980s, with some ending the generation in the mid- 1990s • Let's say 1980 to 1995 • Oldest Millennial = 38 years old • Youngest Millennial = 23 years old
- 8. Millennials: General RecruitingPrinciples • Transparency means something • Brutal feedback • Careerpathing • Training • Praise • Texting beats email
- 9. Millennials: Transparency &Feedback Transparency • Problem: Candidates want to know what the job, the company, the culture, and the values are about • Solution: Recruiters must be prepared to have (excruciatingly) robust & honest conversations Feedback • Problem: Candidates aren’t made out of porcelain. If the suck, they want to be told. • Solution: Recruiters MUST be brutally honest with their candidates.
- 10. Millennials: Careerpathing &Training Careerpathing • Problem: Candidates have a “what’s next” mentality. • Solution: Recruiters must be able to explain internal mobility (however that is defined). Training • Problem: Candidates want demand development of their skills. • Solution: Recruiters must be able to delve into the specifics of a training and development plan.
- 11. Millennials: Praise &Texting Praise • Problem: Candidates expect recruiters and hiring managers to openly discuss how they’ll praise and/or reward them. • Solution: Recruiters must be able to talk about total recognition. Texting • Problem: Candidates expect text messages and regular status updates. • Solution: Recruiters must ask, “You’re what’s important here, and I’ll defer to your communication style.
- 12. Millennials: Key QuestionsThey Ask “What's next?” Simple question right. Well, you’d be surprised at how many recruiters and hiring managers can’t answer a simple “internal mobility” question during an interview. Millennials judge your response. If you fumble, they move on to a company that gets it. “How are you going to recognize/praise me?” Everyone likes to be praised at work. Everyone. Traditionally we’ve thought of “recognition” after the hire. With Millennials, that’s not an option. They want to know how you plan to praise them before they take the job. No praise plan, they walk. “How are you going to develop my skills?” Again, a simple question but one that recruiters don't have insight into talent development. Learning, training and development has historically happened AFTER the hire. Well, not so much anymore. If you can’t answer this question, you’re DOA.
- 13. Millennials: The WayThey Research • Google: Oh snap, they research you. • Glassdoor: No really, they stalk you. • LinkedIn: They talk to your former employees. All that research is done before they apply to the gig. BEFORE they apply. Let that sink in.
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- 15. What is GENZ? • The majority of researchers and demographers start the generation in the mid-1990s, with some ending the generation in the late-2000s • Let's say 1995 to 2010 • Oldest Gen Z = 23 years old • Youngest Gen Z = 8 years old
- 16. GEN Z: Aboutthem • Digital • Visual • Entrepreneurial • Blurred • Individualistic
- 17. GEN Z: Digital •Cannot remember a world without the Internet • Touch computing - tablets from a young age • Voice computing - Siri & Alexa from a young age • Able to multi-task, more effectively - so sending emails, editing photos and writing reports can be completed simultaneously • They have strong technical skills, but they may lack certain soft skills • They think that it's okay for a 13-year-old to have a smartphone • They don't mind bots & SMS is normal • They've downloaded apps from a young age
- 18. GEN Z: Visual •They prefer communications that are visual • They like Instagram • They like Snapchat • They sniff out communications that are not authentic • They want to see your culture • They want to see other Gen Z'ers
- 19. GEN Z: Entrepreneurial •They have been raised with businesses such as Uber and Airbnb. • They see how easy and simple it is to use your own time and resources to make money. • They prefer work options a la the gig economy. • They want to start their work career, but is not ready to give up their personal life/beliefs in order to do that. • They respond to independence and purpose when looking for employers.
- 20. GEN Z: Blurred •Formerly distinct lines are now considered “blurred.” • Technology has blurred the lines between home and work. • Technology has blurred the lines between study and entertainment. • Technology has blurred the lines between and public and private. • They live and thrive in a blurred world.
- 21. GEN Z: Individualistic •They want everything personalized to them • They expect everything will be personalized to them. • They are accustomed to having everything personalized just for them, from playlists to newsfeeds. • The world revolves around their personalization and individualization. • They've grown up this way, they expect work to be that way.
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- 23. Gen Z Differences:Part 1 • Cannot remember a world without the Internet. • Touch computing - tablets from a young age. • Voice computing - Siri & Alexa from a young age. • Able to multi-task, more effectively - so sending emails, editing photos and writing reports can be completed simultaneously. They have strong technical skills, but they may lack certain soft skills. • They think that it's okay for a 13-year-old to have a smartphone. • They don't mind bots & SMS is normal. • They've downloaded apps from a young age.
- 24. Gen Z Differences:Part 2 • They don’t see the line between the physical and digital anymore, they're one and the same. • They possess superior online research skills. • They're looking for a connection to the workplace. • Oddly enough, they are generally more risk-averse in certain activities than earlier generations. • Also oddly enough, they actually prefer person-to-person contact. • They are skeptical but in a good way. (Was that picture a product of Photoshop? Was that prank video staged? Is that article telling lies?)
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- 26. GEN Z Takeaways:Part 1 • You should start experimenting now. • You should personalize all experiences for them. • You should have other Gen Z employees be a part of the interview. • You should respect the attention span. • You should have flexible work schedules and virtual teams. • You should have college-like training. • You should deliver an exceptional candidate experience. • You should make sure you communicate a purpose other than profit.
- 27. GEN Z Takeaways:Part 2 • You should embrace their independence. • You should encourage their entrepreneurial spirit. • You should see the world through their eyes to better understand what matters most to them. • You should start your employer branding sooner than usual with this group. • You should curate a challenging and rewarding environment for them. • You should make it clear how young candidates can grow within your company.
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- 29. “You coulda beenanywhere in the world, but you're here with me. I appreciate that.” - Shawn Corey Carter
- 30. William Tincup, SPHR,SHRM SCP President RecruitingDaily Email tincup@recruitingdaily.com Website http://www.recruitingdaily.com Instagram http://instagram.com/williamtincup Facebook http://www.facebook.com/tincup LinkedIn http://www.linkedin.com/in/tincup Twitter http://twitter.com/williamtincup YouTube https://www.youtube.com/user/jwilliamtincup/ Pinterest http://pinterest.com/williamtincup Mobile +1-469-371-7050 Skype williamtincu