Recruiting Generation Z - What you need to know

4 min read

The new ‘Generation Z’ graduates have changed the game in terms of Graduate recruitment. In this blog we take a look at what is expected of companies in their graduate programmes from Gen Z.

Between the months of January and May many Graduates begin to look for potential career opportunities. For employers, this is the time where they ramp up their Graduate recruitment programmes in an effort to hire the best graduates in the marketplace.

However it has become apparent by many experts that this recent generation of graduates, ‘Generation Z’ (classified by their birth date falling between the mid 1990s and 2000s), has significantly different expectations in terms of what they want from employers in comparison to the ‘Millenial’ generation before them.

Below are 3 “need to know” expectations that Generation Z have:


1. Reshaping the Candidate Experience

Born in the age of the internet and at the forefront of technology, speed and smooth operations are basic expectations for this new generation. It’s important to consider that graduates in this day and age are used to near instantaneous responses to communications and queries from their peers and professors.

This means that for employers, creating an application process which is mobile friendly, quick and seamless, interactive and relevant is a necessity to attract and maintain Generation Z candidates. If these are not met, these candidates are far more likely to drop out of the process or not enter it at all in comparison to previous generations.

Innovation in terms of A.I., chat features and more streamlined & mobile friendly application sites stand to give prospective employers an edge in attracting this talent.  


2. Gen Z changing the meaning of Diversity

Diversity has become a very popular and important topic in both society and the workplace in recent years and this has been picked up by Gen Z. Upwards of 77% of Gen Z have said that a company's level of diversity affects their decision to work there.

Aside from the benefits of attracting this talent pool, evidence has shown that companies with inclusive cultures are two times as likely to meet or exceed financial targets, three times as likely to be high-performing, six times more likely to be innovative and agile, and eight times more likely to achieve better business outcomes.This is good news for all employers as Gen Z is one of the most diverse generations in recent history!

To help with increasing a diverse work environment and to remove unconscious bias, many companies are utilising psychometric assessments & pymetric systems. Studies have shown that these tests are greater predictors of role suitability than degrees themselves and promise to break through any unconscious barriers!

3. Emphasising the need for Flexibility

As well as having a strong appetite to work in a diverse workplace, these new graduates would also like to see diversity in their job descriptions. Seventy-five percent of Gen Z would be interested in a situation in which they could have multiple roles within one place of employment and not be bound to a rigid job description. Growing up with ubiquitous connectivity, evolving mobile technology and a growing gig economy has altered how Gen Z views employment and their overall expectations of how they work.

These candidates are looking to customise their own career plan, have flexibility surrounding their working hours and look towards shadowing programmes and offering greater learning & development opportunities for further career development.

For Gen Z graduates, 75% want their work to have meaning and see themselves as the driving force behind their own professional advancement. Ensuring that you as an employer give them the opportunity to do this is a huge strength to have.


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