Every year, young and aspiring professionals enter the job market. These bright-eyed individuals can bring innovative insights, technological prowess, and new energy to your workplace—but how do you go about building a qualified talent pool of these young professionals for your organization?
Millennial and Generation Z job seekers share common goals. Many of them aspire to find a company that aligns with their values, allows them to maintain a healthy work-life balance, and promotes diverse perspectives within teams. In this guide, we’ll explore several tactics you can use to appeal to these goals and recruit younger generations of talent to your organization.
Table of contents
Recruit Younger Generations
Key Takeaways
- Communicate with candidates using modern channels and technology
- Engage and inspire entry-level talent at colleges and universities
- Provide leadership and training programs that offer a pathway to success
- Promote corporate stewardship and engage with causes meaningful to candidates
- Respect generational expectations and provide flexible working options
1. Use technology to enhance the candidate experience.
Advancements in modern technology have led to higher expectations surrounding recruiting processes and candidate experiences. Beyond providing clear details about roles and expectations in your job posting, next-generation job seekers want to see:
- Mobile-friendly applications. In today’s fast-paced world, many young job seekers use their smartphones to browse job listings and apply for positions they’re interested in. Make it convenient for them to engage with your job opportunities by ensuring it’s easy to scroll through and interact with both your job descriptions and applications on a mobile device.
- Personalized communications. Just as someone is more likely to respond to you on the street when you call out their name, your chances of catching and keeping the interest of Millennial and Gen Z job seekers increase when you personalize your messages to them. Make each candidate feel seen and valued by referencing their name, the position they applied for, and other relevant details in your communications.
- Video interview options. The top applicants for your positions may not always be located near your main office or facilities. To eliminate geographic barriers and make it easier for candidates to fit interviews into their busy schedules, consider leveraging a video interview platform to provide them with live or recorded remote interview options.
- Quick responses. Your candidates want a speedy hiring process as much as you do. Implementing tools for automating interview scheduling, reference checks, and applicant tracking can reduce unnecessary back-and-forth communication and streamline the process for everyone involved.
At the same time, technology should not completely replace personal, human interactions during hiring. Job applicants, including Millennials and Gen Z, want a fair evaluation by a real person, rather than AI tools that may produce biased or inaccurate results.
2. Engage in campus recruitment activities.
College is a transformative time for many students, representing the final stretch of their educational journey and their entryway into the professional world. These enthusiastic and ambitious scholars have a lot to think about regarding their futures—namely, where they’ll secure their first post-college job.
Avoid missing out on top entry-level talent by developing a campus recruiting strategy. Follow these steps to start building connections with younger generations of talent while they’re still in college:
- Identify colleges and universities where you’d like to recruit.
- Reach out to their career centers to learn about relevant programs and departments to engage with.
- Attend both in-person and online college career fairs to meet with interested students.
- Host informational sessions and interviews to get students familiar with your organization.
- Highlight your mission and values to attract students who resonate with them.
By establishing a strong and compelling presence across campuses, you can recruit highly qualified interns, inspire future job candidates, and improve your overall brand awareness.
3. Emphasize professional development.
Young job seekers are at the beginning of their professional careers. They’re not just looking for a role that will keep them engaged day after day—they want to improve their skills, gain new experiences, and take on more responsibility over time. Appeal to these goals as you promote your job openings by spotlighting all of the various professional development opportunities you offer.
Some of the most popular opportunities among Millennials and Gen Z include:
- Management and leadership training programs
- Professional certification courses
- Tuition reimbursement or assistance programs
- Mentorship programs
- Cross-department training
No matter which options you choose, be sure to provide multiple formats including asynchronous online classes, live cohort-based programs, and podcasts to appeal to varying learning preferences and needs.
4. Promote workplace giving opportunities.
The latest generation of job seekers wants more than just a steady paycheck. 80% of Gen Z employees believe it’s important to work for a company that aims to have a positive impact on the world, and 62% would consider resigning if their employer’s values didn’t align with their own. To resonate with these individuals, you need to specify how they can make a difference as part of your organization.
One of the most effective ways to do so is by launching and sharing information about workplace giving programs. According to Uncommon Giving’s workplace giving guide, there are four common types you can offer:
- Matching gifts. Encourage your employees to support the causes they care about by matching the donations they make to nonprofits at a 1:1 ratio or higher.
- Payroll deductions. Make it easy for employees to contribute regularly to nonprofits by automatically deducting a portion of their paychecks.
- Corporate volunteering. Promote local volunteer opportunities to your employees, and partner with nonprofits to set up team-wide volunteering events.
- Volunteer grants. Help employees who frequently volunteer make a greater impact. After they contribute a certain number of hours to a nonprofit, your organization can make a financial gift based on the number of hours volunteered.
Beyond catching the attention of younger generations of talent, having well-managed workplace giving programs can help you retain your employees long-term and enhance your brand reputation within the community.
5. Provide flexible work options.
When you post job openings, it can be easy to get caught up in elaborating about your organization and walking through all of the responsibilities associated with each role. While these details are important to job seekers, don’t forget to appeal to their interests. Consider what they’re looking for in an ideal position.
Many next-generation job seekers are drawn to more flexible work schedules and other benefits that improve their work-life balance, such as:
- Hybrid or remote options
- Flexible start and finish times
- Mental health days off
- Gym memberships (and other wellness initiatives)
You should emphasize a collaborative, supportive environment where young employees can find a sense of belonging and social connection. Highlight social events, team-building activities, and group volunteering opportunities that job applicants can look forward to when they join your organization.
As you learn how to better appeal to the preferences and interests of young job seekers, you’ll be able to find fresh, qualified top talent to fill your open positions and minimize your time to hire.
Once you’ve recruited talented Millennials and Gen Z members to your organization, keep the momentum going! Use their connections to expand your reach by setting up a referral program and incentivizing them to recommend other potential candidates for your roles. You’ll build a vibrant talent pool of young professionals to contribute to your organization’s success in no time.
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