Recruiting strategies through the years has evolved significantly depending on the tendencies of the generation. Currently, we are experiencing a transition period where the focus is on recruiting millennials and Gen Z talent.

Millennials and Gen Zs bring huge value to an organization – they are diverse, tech-savvy, flexible, and socially aware. However, recruiters at times have difficulties putting their finger on the pulse of this generation of workers and closing in on this valuable talent pool. As more millennials and Gen Zs enter the working population every year, it is important that tech recruiting firms and employers continually reframe their recruiting strategies to effectively hire young talented candidates.

Let’s take a look at some top requirements to consider while recruiting millennials and Gen Zs.

Work-Life Balance is Key

Gone are the days of 9 to 5 jobs, when work stayed at work and home life was all about home. Over time, the pressures and competitiveness of the workplace led to longer hours at the office, time increasingly spent working at home, and upheaval in work-life balance. In reaction to this, the workers of the current generation are crystal clear about their need for a healthy work environment and working on their own terms.

Millennials and Gen Zs are particularly sensitive to work-life balance considerations and are more likely to prioritize their personal lives over their jobs if necessary. Work and personal life are both important to them and they are great at balancing the two without sacrificing either one. For Gen Z, the tasks are more important than the hours. Their motto is – as long as the work gets done and they are meeting their deadlines, how and when they work should not be a concern. If you can meet this attitude, you are a perfect employee for a millennial or Gen Z.

Offer Flexible Work Options

During the pandemic, it became evident that several jobs, formerly considered office work, could successfully be accomplished remotely, as long as the requisite technology was in place. This has led to a huge shift in mindset when it comes to flexible work opportunities, especially for millennials and Gen Zs. For them, remote work isn’t just a temporary necessity but an essential perk of any job position.

A January 2022 LinkedIn survey shows that Gen Z (72%) is the generation most likely to either leave or consider leaving a job because their company did not offer a flexible work policy. Gen Zs are defined by their proficiency in technology and digital tools, which makes them more suited than previous generations to work from wherever is convenient. Be it their bedroom, their office, or the local coffee shop, hybrid and remote are the buzzwords when recruiting Gen Z and millennial talent.

Commitment to the Greater Good

With the older generations, there tended to be a greater focus on careers for their own benefit – to support their families, save up for their kids’ education, pay off mortgages, and so on. In contrast, the younger generations are more focused on saving the world and making it a better place. And therefore, they tend to opt for organizations that are in tandem with their views.

While recruiting millennials and Gen Zs, it’s important to be aware that the company’s corporate commitment to social responsibility and social causes is going to be a vital factor in attracting and retaining them. Think about your goal as part of your community, both globally and nationally, and make this a part of your recruiting message. Showcase how your organization is helping on both equity and environmental issues, and emphasize how new young recruits will be helping make those dreams a reality.

Clear Career Growth

One theme that has consistently come up in Gen Z employee surveys and feedback alike is the need for growth. Thus, it is vital to be completely transparent about real advancement opportunities when it comes to millennials and Gen Zs.

Recruiting heads need to offer upward mobility, job security, and a defined career path to entice members of this generation. While salary and benefits are still important, millennials and Gen Zs are more concerned with opportunities to learn and grow as a professional and an individual.

It’s also important for a company to deliver on its promises – if a candidate works for a year with no sign of potential improvement, they will be highly likely to start looking for alternatives. Show them that they have a strong future with your organization and they will deliver.

Strong Company Culture

For millennials and Gen Zs, a good culture fit is a major incentive for choosing to work in a particular organization. Nowadays, with the prevalence of online reviews everywhere from Glassdoor to Yelp, it’s very easy for a young digital candidate to look up your company’s reputation. So having a strong company culture and highlighting the same online is of the essence.

Millennials and Gen Zs are highly sensitive to mismatched cultures and are vocal about calling out injustices on all levels. Research shows that the younger generation is even ready to accept a position with a lower salary and fewer benefits if the company’s culture is in alignment with their personal work ethos. Besides displaying company values across all branding, from the company page to individual job postings, it’s also crucial to make it clear how those values translate into the day-to-day functions of the business.

Millennials and Gen Zs are the next big wave in the workforce. This young generation ushers in a new paradigm in work and talent acquisition, and it’s time for recruiting and HR heads to adapt to that paradigm.

At Employvision, a leading IT recruitment agency, we have been in the business of recruiting top IT talent for over 15 years, and we know that connecting to and recruiting from the new generation of workers means understanding their unique wants and empowering them to realize their goals.

Contact Employvision and start hiring the right technology talent today!