When it comes to finding work, Millennials and Gen Z have it tougher than most:
- Jobs – and the skills needed to perform them – are changing faster than ever.
- Our economy has been through multiple recessions in recent decades, and that volatility isn’t going away anytime soon.
- Organizational structures are becoming increasingly fluid.
- The gig economy is becoming even more prevalent, leading many businesses to rely more heavily on project-based workers and professionals.
With instability the norm in our modern world of work, it’s no wonder that both of our workforce’s youngest generations have a reputation for ghosting and job-hopping.
How do you recruit (and retain) candidates who believe the only certainty is uncertainty?
Invest in your people. Use these six strategies to show Millennials and Gen Z you understand their needs and can provide the opportunities and career growth they want:
1. Offer modern benefits.
A competitive salary is important, but both generations place a high value on:
- health insurance
- paid time off
- maternity and paternity leave
- retirement plan
- student debt help
- tuition assistance
- professional development
Sometimes an excellent benefits package will trump higher pay, so make sure you know what to offer.
2. Show a clear path for growth.
The Millennials saw an economic boom end in a recession, and many in Gen Z will enter the workforce post-pandemic. Times of economic uncertainty create risk-averse workers. Although, job security is crucial to these candidates, they want more. They need to see a clear path for their growth within your company. Share a well-defined path for their professional development, and they will be more likely to join you.
3. Offer remote work.
During the COVID-19 pandemic, it became clear that many jobs historically done in an office could be done from anywhere with an Internet connection and up-to-date software. Since both Millennials and Gen Z seek work-life balance, offering flexibility and autonomy in scheduling is a great way to capture the interest of both groups.
4. Create a positive culture.
Workplace culture plays an enormous role in successful recruitment. Display your values and company culture in your branding, website, and social media, and media-savvy Millennials and Gen Z candidates will discover who you are. Bonus points if you can convey how your company positively impacts the world (a huge draw for Gen Z). But make sure your brand is authentic! Neither group will hesitate to call out discrepancies between what you say and do as a company.
5. Get tech-savvy.
Millennials and Gen Z have never known a world without the Internet. These candidates are more likely to Google first and ask questions later…or never. Make sure your website is easy to navigate and optimized for mobile. Keep your social networks current, and make sure your recruitment software isn’t older than your applicants.
6. Connect and communicate.
Even in the digital age, personal connection is key:
- Ask for feedback from your team and your candidates. Gen Z, particularly, likes to feel heard.
- Listen and incorporate their suggestions whenever feasible.
- Move quickly during the hiring process and stay in touch. With so many available methods of communication, Millennials and Gen Z job seekers expect frequent updates. Wait too long, and they might hop to the next opportunity.
Struggling to hire?
PrideStaff’s On Target Process can connect you with candidates who are a great fit. Whether your needs are local or national, temporary or direct, our proven recruiting strategies will quickly deliver the best talent from every generation.