#2 Stop with the generic terms!
The “steel-learning curve” and “yearly ski-trip” isn’t what makes you unique. Generic terms are losing value. What makes your company a ‘great place to work’ ? The ‘steep-learning curve’ and the ‘yearly ski-trip’ with the team? Well, no. There is only so many times a candidate can hear this and we have heard these terms enough by now.
Generic terms have lost their meaning and Gen Z is less trustworthy than the generations before them. Employers will have to take a deep dive into their culture and decide not only what makes them unique but also the sort of candidates that could thrive there. Because, every business is different, and so is every candidate.
#3 The shift to online is here to stay
Start investing in your online presence. Where to find generation z? “Online!”. Where to find talent? “Online!”. So, where to showcase your company brand and vacancies? “Online!”
Instagram, TikTok, LinkedIn, Job boards and other online platforms are crucial when it comes to connecting with generation z. Online platforms have become THE recruitment tools to find candidates.
#4 Lower the barriers to apply
Traditional application processes hold candidates back to apply. That moment when you have decided to apply and the company asks you to fill out 4 pages of questions, a motivation letter or even a video pitch? You don’t have that much time right now, so you postpone your application and end up not applying at all in the end.
Sounds familiar? To all employers: There are too many jobs to choose from and recruiters are more aggressive than ever. So, holding on to your old, difficult and time consuming application process will cost you more applicants than you might think. Make it easy, quick and fun to apply.