Digital Recruitment: The Ultimate Guide to Attract Millennials and Gen Z Talents

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They are competent. They are smart. They are tech-savvy. And they are socially aware. Despite their skills, many companies find it challenging to attract and retain Millenials and Gen Z workforce.

With over 10,000 Baby Boomers per day reaching the age of 65 in 2030, Millennials and Gen Z will undoubtedly dominate the workforce in the near future.

To attract the talents of these generations, you will need to leverage reputable digital tools.

Your firm is in this category if it solely places recruitment ads in newspapers with requests that candidates send their resumes and cover letters to certain postal addresses.

Companies that fail to attract the best talents now may find it difficult to recruit competent employees when the Baby Boomers and Gen X finally retire.

What Baby Boomers, Gen X, Millennials, and Gen Z want in the workplace

Baby Boomers is a generational classification of people born between 1946 and 1964. Generation X (Gen X) were born between 1965 and 1980.

Baby boomers prefer to work independently rather than in a team. Experts observe this might be strongly linked to their generation’s desire for independence, especially considering many have had to work from a young age.

Gen Xers typically grew up with working parents; they value independence and dislike micromanaging. This generation is skeptical of authority and hierarchy in the workplace and prefers to work in organizations with fewer rules and procedures.

They are independent and value work-life balance and flexibility but are also known for being workaholics.

Millennials were born between 1981 and 1996. Unlike previous generations that work hard for promotion to top executive spots like CEO positions in their organization, most millennials want to run a company of their own rather than work for someone else. 

They value transparency from their team leaders and want to keep learning. However, they have fickle loyalty with a reputation for job-hopping.

Gen Zers are born between 1997 and 2012. They are the youngest generation entering the workforce.

This generation values empathy from their bosses and also appreciates a workplace where they work with a sense of autonomy and flexibility.

How to attract Millenials and Gen Z talents

By 2025, 75 percent of the workforce will be millennials, while by 2030, Gen Z will constitute about 30 percent.

To attract talented employees, you must be able to satisfy their needs. 

Unlike the Baby Boomers, who prioritize job security, and Gen X, who seek work-life balance and professional progress, Millennials and Gen Z are interested in everything from your company’s ethics to decent pay and work-life balance.

The way they search for job vacancies is also different. They are the most tech-savvy in the workplace today because of their experience.

Virtually all aspects of their lives are influenced by technology. In fact, the age they live in is generally described as the “digital age.” 

More than any other generation, they turn to digital platforms to search for job opportunities, which means they are likely not to see your job adverts if you solely publish them in magazines and newspapers.

You also need to understand what they want in a workplace to be able to attract and retain them. 

Understanding what the millennial and Gen Z generation want in a workplace can help you craft a job description they will find interesting, thereby attracting the talents you need for your business success.

This is why employers need to deploy new strategies for recruitment in digital age.

To attract top millennial and Gen Z talents, promote your employer brand with a strong social media presence and company careers page, it is also vital to remain committed to what you promise on your career page.

Remember, they are tech-savvy and can easily connect with current or past employees of your firm to investigate your claims before joining your organization. Promoting what you are not can cause more damage to your employer’s branding than you can imagine. They do not need the mainstream media to create awareness about an event; they only need to trend a hashtag.

A Gallup survey revealed that millennials and Gen Z want to work for an employer who cares about their wellbeing. Young employees’ well-being is beyond physical wellness. 

You will need to offer packages and work environments that encourage career, social, financial, community, and physical well-being to attract them.

These generations want to work for organizations with ethical leaders. They will likely avoid you if your company is being investigated for fraud or reputed for opposing a diverse and inclusive workplace.

They also do not just want to work for a paycheck; they prefer working in roles where their contribution positively impacts people and the planet.

To retain millennials and Gen Z talents, offer consistent performance reviews instead of quarterly or yearly reviews. They are always on the lookout to learn something new. When analyzing their performance, ensure you note their strengths and that they are more interested in improving on their strengths than weaknesses.

Train your managers on how to harness their team members’ strengths to compensate for others’ weaknesses so that you can achieve optimal productivity.

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