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Recruiters- with Mil­len­ni­als and Gen­er­a­tion Z mak­ing up almost half of the pop­u­la­tion, tar­get­ing this group for your company’s open posi­tions is cru­cial. How­ev­er, this can turn out to be a tricky task when try­ing to find the best tal­ent avail­able. Below we have out­lined 5 key ele­ments that you should be aware of in order to attract Mil­len­ni­al and Gen­er­a­tion Z job can­di­dates.

1.) Get social:

Mil­len­ni­als and Gen­er­a­tion Z grew up with smart­phones, lap­tops and social media net­works being the norm. Get social by stay­ing up-to-date with the social trends and using these plat­forms to approach and reach out to can­di­dates online. The focus should lie on rela­tion­ships and oppor­tu­ni­ties for an inter­est­ing and excit­ing career. In fact, Tal­en­twun­der can help you iden­ti­fy exact­ly those net­works, which your tar­get audi­ence is present on!

 

2.) Sim­pli­fy the appli­ca­tion process:

The prob­lem of job can­di­dates aban­don­ing online appli­ca­tions con­tin­ues to plague the recruit­ing indus­try. Accord­ing to Career­Builder, 60% of job seek­ers quit fill­ing in their online job appli­ca­tion because of their length and com­plex­i­ty.  Since Mil­len­ni­als and Gen Z can­di­dates are in high demand, you should try to keep the appli­ca­tion process as sim­ple as pos­si­ble.

 

3.) Focus on your employ­er brand:

As stat­ed by a recent Gallup report, “Mil­len­ni­als behave as con­sumers of work­places, shop­ping around for the jobs that best align with their needs and life goals”. For any com­pa­ny look­ing to recruit young tal­ent, this means one thing: A strong employ­er brand is more impor­tant than ever! Use your employ­ees as ambas­sadors for your orga­ni­za­tion, empha­size the fun part of work­ing at your com­pa­ny not only on your web­site, but also on social media and prove to your tar­get audi­ence that you’re the best employ­er out there! Check out Google, GE or Sales­force for some inspi­ra­tion for great employ­er brand­ing!

 

4.) Pro­vide work­place flex­i­bil­i­ty:

Mil­len­ni­als and Gen Z can­di­dates place a high­er val­ue on non-tan­gi­bles than they do on tan­gi­bles, i.e. com­pen­sa­tion. So, instead of empha­siz­ing salary, make sure to focus on intan­gi­ble val­ues, such as career advance­ment oppor­tu­ni­ties, the com­pa­ny cul­ture, or the employer’s flex­i­ble work pol­i­cy. Giv­en their com­fort with dig­i­tal tech­nol­o­gy that allows them to work any­time and any­where, it is no sur­prise that the large major­i­ty of young pro­fes­sion­als val­ue flex time and telecom­mut­ing.

 

5.) Talk beyond the tasks:

Today’s employ­ees want to do much more than the dai­ly job require­ments. They want to be part of the larg­er work envi­ron­ment – share ideas, net­work with col­leagues, learn new skills and be part of the greater good. To keep them inter­est­ed, talk about how they will be chal­lenged by the work and acquire new skills.

 

Do you need help in recruit­ing Mil­len­ni­als and Gen­er­a­tion Y? Let us help you source great can­di­dates from over 75 social net­works: