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Tips for attracting Gen Z, from a LinkedIn recruiter

Diving brief:

  • Gen Z continues to lead the pack in what LinkedIn is calling the big shakeup. The job platform shared advice from one of its Gen Z engineering recruiters, Madison Vitug, on May 18, recapping information about the study and offering a scoop on the attitudes of the generation. Z. A remarkable finding: Gen Z is the age group most likely to have left or considered leaving a job because their employer didn’t offer flexible working hours.
  • The youngest generation of working people seems to be evolving with conviction: they are changing jobs at a rate “134% higher than in 2019, according to LinkedIn data. This compares to 24% more for millennials and 4% less for baby boomers. »
  • As highlighted in a previous article, the vast majority of Gen Z employees want to learn. LinkedIn’s latest Workforce Learning Report found that 76% of this age group say learning is essential to a successful career, watching 50% more hours of content per learner between 2019 and 2020.

Overview of the dive:

Gen Z’s desire for learning opportunities may have something to do with underlying, generational career anxiety that researchers have uncovered over the past year. Washington State University’s Carson College of Business reported in February 2022 that 67% of Gen Z employees surveyed felt “behind” some of their colleagues since they never had on-site work experience. The following month, a survey by HR consultancy and consulting firm Lee Hecht Harrison found that 34% of Gen Z respondents felt their skill set was unusable At work.

HR Dive also covered the “What The Class of 2022 Wants” report, in which 48% of new graduates surveyed by LaSalle Network said they feel unprepared for the job market. This is within a group where 38% of respondents also said they completed three or more internships before graduation.

The youngest generation of the working population is undoubtedly demanding compared to other generations. For this group, flexibility and rigor commitment to diversity, equity and inclusion are non-negotiable benefits and investments in mental health and wellness are in the foreground. For the Gen Z age cohort, caring is a corporate value. But ultimately, this new segment of the workforce craves the best that previous generations have to offer.

“As a recruiter at LinkedIn and Gen Zer myself, I can tell you that, for the most part, this new cohort of workers are creative, adaptable, values-driven and intentional in their career choices. And as I chat with other career starters about their career goals, one thing is clear,” Vitug wrote. “Gen Z isn’t willing to compromise our career vision to fit a work model that isn’t working for us.”

An interesting concept from Vitug’s blog post that can provide a fruitful discussion for HR teams is the idea of ​​”experience inflation”. Essentially: how can a job candidate gain work experience, if job descriptions call for years and years of experience as a prerequisite? (In reviewing approximately 4 million job postings posted between December 2017 and August 2021, LinkedIn determined that employers were asking for at least three years of relevant work experience on 35% of their entry-level job postings.) Vitug pointed out that many entry-level jobs aren’t always labeled as such and “often require more years of experience than necessary. realistic for someone just starting out in their career,” she added.

“While it might be nice to swing for the fences with every entry-level hire, you might end up missing out on a better prospect just because they didn’t check all the boxes,” the recruiter said. in Engineering from LinkedIn. This is a poignant school of thought, given other LinkedIn data indicating Gen Z’s taste for learning.

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