NetOne Recruiter – Recruiting with Gen Z

NetOne Recruiter – Recruiting with Gen Z

The world we live in is constantly evolving into a more digital facing one. Every day there are more advances in technology and automation. Many of these advances are geared toward the corporate world. As these advances become more common, they trickle into each industry. Historically, the staffing and recruiting industries are known to be slow to adapt to technological advances and systems. It is critical to take advantage of these digital developments to meet your workforce where they are at. With the newest members of the workforce being the first true digital natives, recruiters need to conform to how Gen Z operates.

Generation Z is composed of people born after 1997, who make up 24% to 30% of the world population, according to the Pew Research Center. This generation has grown up with technology so they have always been a part of the digital world. Due to their upbringing, they adapt quickly to different types of technology. Now that the older members of Gen Z have begun to graduate and enter the workforce, businesses need to harness the same type of relationship with technology to attract Gen Z as employees.

A recruiter’s goal is to provide a company with a qualified employee and offer a great candidate experience. Candidate experience can make or break a prospect’s decision to accept the job offer. Now that more of the new workforce is Gen Z, they need to be catered to differently than previous generations.

According to a Yello Recruiting study, Gen Z expects these three things throughout the hiring process:

  1. A good relationship with their recruiter
  2. Updated and easy-to-use technology
  3. Accelerated decision making

The average hiring process is 42 days long, according to the Society of Human Resource Management, but the average time that most qualified candidates are on the market is 10 days. The less time you take to complete your hiring process, the more likely your best candidates will still be available for the offer. One of the best ways to lower your hiring process timeline is by making it more efficient. Adapting to utilizing technology and automation will help lower your hiring process timeline, as well as attract the top talent from Gen Z.

In addition to a lengthy hiring process, a bad hire can cost a company $17,000 on average, according to Careerbuilder. This cost is a combination of wages paid, recruiting costs, training, lost productivity, and lost time to correct your bad hire’s work. The most effective way to avoid bad hires is by improving your recruiting process to include screenings, reviewing work samples, contacting multiple professional references, and structuring your interviews with questions tied to job requirements to ensure they are qualified. Many of these aspects can be added into your recruiting process seamlessly with technology and automation.

If your recruitment process does not harness the technology and automation available, you could be missing out on some of the top talent from Gen Z. Recruiting is historically known to be slow to adopt digital advances. Your company can change that narrative by incorporating these technologies into your recruiting process:

  • A clear career page on your company’s website that allows potential applicants to learn about your company, view open positions, and easily apply.
  • Job board software, such as LinkedIn, that offers the ability to apply easily from any device.
  • Scheduling software, such as Calendly, that allows the applicant to schedule their interviews with ease instead of having to call or email with the recruiter to decide a time.
  • Remote interviews through Zoom or Teams to have interaction without the inconvenience of in-person interviews.
  • Timely automated emails and texts throughout the hiring process to stay connected and engaged.

These advances and changes in technology that need to be adopted by the recruiting industry do not only benefit the candidates, but also the recruiters themselves. Utilizing recruiting and staffing systems can give your company hard data to be able to see how successful your recruiting process is. The automating of scheduling interviews and communication with candidates can improve efficiency by not having to complete these tasks yourself, allowing more time to interview candidates and build a relationship with them. Job boards can act as marketing to get a larger group of applicants easily. Integrating technology and automation into the recruiting process is a win-win situation.

Other industries have taken advantage of technology and automation to bring themselves into the digital age. The transportation industry has transitioned from taxis to Uber and Lyft where you can easily request a ride from an app on your phone. Streaming services such as Netflix and Hulu have changed the entertainment industry by being able to watch brand-new movies from the comfort of your home with the click of a button. In the lodging industry, you can book a hotel room or a rental home with VRBO, Airbnb, or Amazon has forever changed the online shopping industry with their Prime membership and free two-day shipping. If these industries can harness the power of technology and automation, so can recruiting.

The recruiting and staffing industry needs to evolve its practices to meet the needs of the industry and its talent pool. Technology and automation need to be at the forefront of the recruiting process to remain relevant and prevent becoming obsolete.

NetOne Recruiter is a digital platform that offers companies, staffing agencies, and RPO providers the ability to find top recruiters to accelerate their speed to hire. Engage with recruiters to meet your goals. Sign up today to get started.

Sources: How Technology is Revolutionizing the Staffing Industry Understanding the impact of automation on workers, jobs, and wages How AI Will Impact Staffing Firms in the Near Future The Modern Technology You Need to Recruit Gen Z Candidate Experience 101 Gen Z: New Perspectives on Growing Up with Tech Gen Z Employees Are Feeling Disconnected. Here’s How Employers Can Help. Recruiting: A Quick History Lesson Hiring Process FAQ: A guide to structured recruitment How to improve your recruiting process