4 Essential Tips for Recruiting Gen Z

Alex Woodward
Alex is a Growth Marketing Manager at Snagajob, where she works with sales to help connect businesses with the right workers. Her first hourly job was as a barista at Caribou Coffee.

Generation Z (people born roughly between 1995 and 2010) is eager to work—and they want to do work they believe has a purpose and provides them with experience.

Considering that 1 in 5 hourly workers come from Gen Z, it’s vital to make your brand attractive to this emerging workforce. These guys already outnumber millennials by a million—you definitely need to be ready to recruit these job seeker.

To help you get started, we have 4 tips to remember when recruiting Gen Z and the different steps you can take to retain them:

1. Get personal during the recruiting process

Gen Z wants to feel a connection with the work they do, so give them the opportunity to learn more about your brand and values as you engage them throughout the recruiting process. Alongside pay and hours, speak to career opportunities, company culture and community involvement in the job description.

Maintain the personal connections made during the recruiting process by communicating with your new Gen Z workers. Just over 80% of Gen Z workers want fast, in-person responses when it comes to feedback. Connect face to face whenever you can!

2. Factor in schedule flexibility

Side hustles come naturally to Gen Z workers—they want more hours and they’ll do what it takes to get them. In fact, they’re two times more willing to work multiple jobs, compared to the generations that have come before them. If you can’t provide the additional hours they need, you can always consider how to accommodate the flexible schedules of the workers who are always hustlin’.

Whether you’re offering on-demand shifts or giving workers more control over how they trade shifts, there are different options to help your team make the most of their time.

3. Stay connected with mobile

To say this generation is connected would be an understatement. Gen Z was born and raised with technology, so naturally they rely on it for the job search. Nearly 82% of Gen Z hourly workers rely on smartphones to look for work.

If your job posts or website aren't optimized for mobile, you’re missing out on some prime real estate. And mobile is just the start—tech savviness should extend to other parts of your business as well to keep up with this modern workforce. Since 91% of Gen Z workers say their decisions to work somewhere is influenced by how tech-forward a company is, it might be time to see where you can make some upgrades.

4. If you create social impact, get your workers involved

A big deciding factor for Gen Z when looking for work is social purpose, aka the positive impact one can have on their community and the world at large. This is important to Generation Z when they are on and off the clock, so highlight any and all the good your business does.

If you’re involved in sustainable practices, helping social causes or trying to improve your carbon footprint, get your staff involved in making a difference for the better. Better yet, ask your employees what causes they’re passionate about to see where you can lend a helping hand together.

Learn more about Gen Z and modern HR

Gen Z workers are just a small piece of today’s hourly recruiting landscape. In Snag’s free eBook, The Definitive Guide to Modern HR, discover the other aspects of hiring that are evolving every day so you can step into the future and edge out the competition in today’s labor market.

You don’t need a Delorean to get a glimpse of the future. Just download today to get started.

One of the most challenging aspects of the coronavirus epidemic for businesses is uncertainty. Uncertainty not only about how to continue operations during the shutdown, but also about how long the shutdown will last and how to resume business once it lifts. In fact, 48% of small and medium-sized businesses in the service industry don’t think their business can survive more than a month or two (if things continue to operate this way). Add to this that industry leaders estimate 30% of restaurants may close permanently, and it’s no surprise that small and medium-sized business owners are concerned.