Getting back to campus

To help companies prepare for this unique fall recruitment season, our latest webinar, “Re-energizing Gen Z Recruiting,” presented highlights from current qualitative and quantitative research on talent acquisition. We were delighted to co-host the webinar with our friends at Cappfinity, fellow experts at recruiting and talent development solutions. Simply put, we found that many companies have some work to do in order to give Gen Z candidates the experience they want.

Delivering an engaging candidate experience

Compared to last year, 57% of companies are increasing their hiring of emerging talent. Yet, they may not be ready to meet Gen Z recruiting expectations. We asked candidates about their recruiting experiences in the 2021 season, and found that many did not receive the experience they expected.

20.2% received preparation resources from recruiters. 18.8% received virtual introductory meetings. 18.5% received post-interview feedback. 17.3% received a work simulation, and 14.4% a case study or project. Most tellingly, 35.8% of candidates received none of these — which may explain why 55.5% ghosted recruiters in some way as they opted out of the interview process. Close to 80% of respondents told us that having an engaging experience reflecting the company’s culture is of key importance, and that they’re prepared to walk away if they don’t get it.

Not surprisingly, Gen Z candidates told us they consider work-life balance the most important factor in their decision to join a company. They also value feedback; 94% of respondents want to know when and why they’re not qualified for a job, but 82% said they often receive no response from a company. It is critical that companies be prepared to inform candidates where they stand and where they have fallen short; today’s automated engagement and email tools can help you make timely responses. After all, the impression you make on candidates today can continue to persist as they grow in their careers.

Diversifying your Gen Z candidate pool

The hybrid recruiting strategy that most organizations are adopting works in favor of your diversity, equity and inclusion (DEI) goals. By using automated sourcing tools, companies can engage with diverse candidates nationwide without adding to their recruitment staff’s workloads. You can easily get in front of candidates who may be left out of traditional recruiting approaches.

Your organization should be defining early-career diversity goals that will allow for future accountability. With both leadership and key stakeholders working together, you can identify where you would like to grow. This may include having more diverse candidates at the top of your recruiting funnel. Assessing the stages where diverse candidates are more frequently eliminated. Or aligning diversity goals to your events strategy. Look to make small incremental improvements that will make larger impacts over time, rather than trying to change everything about your process overnight.

As you proceed, examine whether you are targeting the right colleges and attending the right events to achieve your diversity goals. Data-driven tools can help you choose the colleges that are most strategically targeted to your DEI goals. In addition, it is always wise to ensure your job descriptions focus only on what matters in each role, and that there are no extraneous items that may turn candidates off.

Increasing your brand awareness among Gen Z

Gen Z candidates are all about personalized experiences both in-person and on their digital screens. This means you will be ahead of the curve by showcasing your brand on social media, using such popular platforms as TikTok and Instagram. And when you communicate, know that email and text are their preferred channels; they would rather not interact with you over the phone.

By leveraging digital technology, you can create meaningful online experiences that will satisfy Gen Z candidates. Hold multi-faceted virtual events. Launch personalized email campaigns that include job recommendations. And establish a process for communicating with every candidate throughout their journey, using automation for the parts of the process that aren’t highly personalized.

Your on-campus presence should also be shaped for what Gen Z candidates find most appealing. When you participate in large-scale events, your organization should appear efficient and friendly. And when you hold small-scale events, take every opportunity to personalize them for each candidate and create an intimate feeling. Candidates will want to share their experiences on social media, so consider having photo-ready settings or backdrops that encourage online postings.

Most important, you can enhance the Gen Z experience and widen your talent pool without having to lengthen the time you and your team spend in your roles. Talk to us to learn more about innovative solutions that you can easily implement for this season.