Strategy to Recruit Gen Z Staff

As highlighted in previous articles, recruitment and retention of Gen Zs has become a difficult task for organizations. The culture, purpose of their role and the overall vision of the company are important elements they look into when figuring out if they are a good fit for a particular organization. As per person-organization fit model, recruiting individuals who aligns with the company's culture will reflect high job satisfaction (Westerman, J. and Cyr, L, 2004). 




Figure 1 : An Integrative Analysis of Person-Organization Fit Theories (Westerman, J. and Cyr, L, 2004)



Keeping this in mind, let's look at few tips that can be followed to attract a suitable talent pool from Gen Z members. 


  • Visit Campus Students : Majority students apply for jobs soon after passing out of universities. Therefore, visiting and conducting frequent discussions for university students about the company's mission and vision along with employee benefits can increase the ability to attract a successful talent pool. As per Realistic Job Preview Model, informing the potential employees about both positive and negative facts in working in a particular company will give them the ability to reflect upon whether like working in such an environment (Sarraf, R, 2023). And these university discussions can be used for the same purpose. Following this theory will allow organizations to attract only the employees who would be happy to fit into such a culture which in return will reduce staff turnover.   

  • Revisit recruitment websites : Many organizations carry out the application process via online platforms/company website. Knowing that Gen Zs are tech savvy, its important to have the right information reflected in an attractive manner on the relevant sites. The site should ideally give an overall view about the job role and company at a glance. The standard of the company site will leave a good first impression on the hearts of Gen Zs. 

  • Job adverts on multiple channels : again remembeting that Genzs are tech savyy and it is very likely that they will do their research online and advertising on multiple Channels will help to reach a wider audience (Yello, 2020). 

  • Strong referral base : Gen zs prefer to rely on recommendations a lot. Therefore, having a referral system and promoting referrals within the organization also increases the chance of receiving talented skills. 

  • Highlighting learning and development opportunities : one major factor that differentiates Gen Zs from other generations is the willing to develop themselves on a daily basis. They continuously look for ways to expand their knowledge, experience and skills at a faster pace as they dislike stagnating in one position for more than 2 years. Therefore I personally believe that bearing the cost of these trainings will rather be an investment. 




References


  • Sarraf, R. (2023). Recruitment and Selection Theory Models. Recruitment. Available at: https://www.hirequotient.com/blog/recruitment-and-selection-theory-models [Accessed 10 Dec. 2023].
  • Westerman, J. and Cyr, L. (2004). An Integrative Analysis of Person-Organization Fit Theories. ResearchGate. [online] doi:https://doi.org/10.1111/J.0965-075X.2004.279_1.X.
  • Yello. (2020). Everything You Need to Know About Recruiting Generation Z. [online] Available at: https://yello.co/blog/recruiting-generation-z/ [Accessed 10 Dec. 2023].



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Comments

  1. MAHESH KULARATHNADecember 14, 2023 at 2:05 AM

    The oldest of the Gen Z candidates is 27 today. Gen Z totally digitalized now. They don’t recall a world without the internet and smartphones. Now is the time to start experimenting with recruitment messaging through various channels, from in-person meetings to social media via the platforms they actually use, like Snapchat and Instagram. I agree with your points.

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