For long it has been all about the millennials. The older millennials though are now high up on the corporate ladder and there is a new workforce in town – Generation Z.  Most brands think it is too early for this young talent as the oldest are just 22-year olds. However, they will soon be here and the recruitment methods that worked for the millennials will not suit Gen Z.  A new generation brings with it a need for new recruiting strategies.

  1. Go Where Gen Z is

In five years, Gen Z will make up about 20% of the workforce. The mid 90s to early 2000s is what separates this generation from the millennials. Your recruiting strategy must be built for both. Millennials are on LinkedIn and Facebook but to reach Gen Z, you will need to build a strategy that focuses on Instagram.

Personalization is easy now with the technology that we now have. AI and machine learning are helping us to build better communication strategies aimed at different levels of the workforce. This is the right time to experiment and find what works for this new generation that has never known what it is not to be digitally connected.

2. Know what defines them

This generation is looking for success but they do not want to be pigeon-holed. This translates into a workplace that gives them the opportunity for personal growth, multiple roles and a digitally forward organization. This is one of the reasons where start-ups will have an advantage. Gen Z values autonomy even when working within a larger group. They do not want to be a cog in an anonymous machine but to develop the skills to be entrepreneurs themselves.20% of Gen Z see themselves as entrepreneurs within 5 years of starting their careers

Organizations can attract Gen Z by showcasing career development opportunities. To do this, they need to start an active social media branding that highlights mentorship programs, an inclusive and diverse workforce and the ability to maintain a work/life balance. To carry this message forward, organizations must actively be seen to respond to reviews. Portals like Glassdoor are where almost every millennial looks up a potential employer to understand the work environment. Gen Z is no different. Organizations that participate here and keep track and respond to what is being said about them will better manage their brand reputation.

3. Invest in Business Technology

Millennials have grown up with advances in technology but Gen Z has been born into it. Smart phones, powerful laptops and gaming software are an integral part of their life. They expect to be exposed to the same tech-savvy world when they enter the workforce. Forget desktops, laptops give them more flexibility. Tied to their desk is not what they want. Mobility to collaborate with team mates is high on their must-have list.

Software such as Google Drive, Salesforce, Trello and Slack for communication is important. These make collaboration much easier. Opportunities for on-demand learning is another must for this tech-savvy young generation. Job-hopping is what they expect to do till they find a company that aligns with their values. Companies do not want to bear the costs of attrition, so having a process that keeps Gen Z loyal is important.

These three trends are what will define an organization’s success with Gen Z in the workforce. Retaining top talent will see businesses thinking out of the box. The earlier it begins the more successful organizations will be.