In today’s job market, it is more important than ever to have an up-to-date website. With the vast majority of job seekers now using the internet to research potential employers, your website is often the first impression that you make on a potential employee. If your website is out-of-date or difficult to navigate, you may quickly lose the interest of a qualified candidate.
Nearly 37% of the entire world is on Facebook, but is it the most popular social media platform for the younger generations? Well, the most popular social media platform for Gen Zers is Instagram. The second, Snapchat. Third? Not Facebook. In fact, Facebook is ranked 6th, below TikTok, Twitter, and Pinterest.
Gen Z values transparency and they want to work for companies with cultures that align with their own values. Before posting a job opening, take some time to really think about what your company culture is and what kind of person would be a good fit. Once you have a good understanding of your company culture, craft your job postings and other recruitment materials accordingly.
As we mentioned before, Gen Z is the most technically savvy generation yet. They’re comfortable using technology in all aspects of their lives, so why not use it to your advantage when recruiting? Utilize video conferencing tools like Skype or Zoom for initial interviews instead of making candidates come into the office.
When you’re recruiting for your next opening, be sure to highlight any room for growth within the position or within the company as a whole. This will show Gen Zers that you’re invested in their development and that there’s a good chance they’ll be able to move up within the company if they perform well in their role.
In today’s job market, there are more candidates than ever competing for each open position. As a result, it’s more important than ever to be responsive to potential candidates. If a candidate reaches out to you and doesn’t hear back, they’re likely to move on to another opportunity. By being responsive, you show that you’re interested in and value potential candidates.