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Why Gen Z Candidates Drop Out Of The Recruitment Process

Posted by Jennifer Robinson on Mar 6, 2019 2:41:35 PM 1566204959191

The oldest members of Generation Z were born in 1997, and so are just entering the workforce. Generation Z numbers at around 61 million people in the US alone. Almost a third of the world’s 7.7 billion people have been born since 2001, and will be entering the workforce, and making changes to the overall culture of work. This new generation has different tastes, values, and models of thought than previous ones. This is being seen in their approaches to work, and finding work.

A 2018 report found that almost a fifth of Gen Z candidates abandon the recruitment process, even if they get a job through using a recruitment agency. So how can recruitment companies reach Generation Z?

What Gen Z Candidates Want From Recruitment:

  • A Professional Relationship

Everyone going through the recruitment process wants a professional relationship with their recruiter, they want them to understand what they’re looking for, what their skills are, and to work with that same person over many years to find the best jobs for them.

Gen Z is no different, and want to work with a recruiter that values their individual skills. Gen Z places large amounts of value on personal relationships, and on being understood. Recruiters must approach candidates as individuals, spending more time with them to understand who they are, and what they want.

  • An Understanding Of Their Career

If a professional relationship between a recruiter and a candidate is maintained over years, the expectation is that the recruiter will grow to understand that candidate, their career path, and what the next step is for them. This is vital to forging long-term trust, and ensuring that candidates continue to use their services for years to come.

Generation Z are used to rapid changes, both in terms of technology and in working practices. They understand that they will need to be flexible, constantly learning, and striving to improve themselves. They’re always looking for ways to further their career, and any recruiter needs to understand that, and help them work towards the next step on the ladder. This framework can be applied to anyone, at any stage of their career, and recruiters should utilise it.

  • Fast Communications

We’re communicating faster than ever before. Today, 90% of text massages are read within three minutes of being sent. Members of Generation Z have always been around technology, in a way that no previous generation has been. They expect speed above all else when communicating with someone, as everything else is as quick and streamlined as possible. Most young candidates apply for jobs through LinkedIn, which can take as little as one click to start the recruitment process.

It’s no surprise that social media is the best way to engage with Gen Z. Almost all companies are now active on social media, and use it to attract new talent.

Recruiters should prioritise speed in their communications with Generation Z, even if it’s just to stay in touch and keep those candidates with where they are in the recruitment process.

Learn how to combat bad practice in the recruitment sector, or read about how Formula One is using social media to attract new fans.

Topics: Thought Leadership