How do you properly address Generation Y and Z in recruiting?

A challenge for every company is that Generation Y and Z are never really looking for a job. She appreciates when an attractive career offer suddenly pops up on her channels. We will show you which ways make sense for successful recruiting and what really matters to these two generations.

Generation Y and Z – who is that anyway?

Here are the facts: The Generation Y or Generation “Why” got their name because they like to question critically. They are also known as “millennials” because they were born just before the turn of the millennium (1980-1999). After them, just like in the ABC, the Y is followed by the Z. The Generation Z saw the light between 1997 and 2012.

If you want to address both generations in your recruiting process, you have to supply significant age differences. How does that affect recruiting? We tell you what similarities and differences you can expect.

What do Generation Y and Z expect from their future employer?

Especially at this point, there has been a big change compared to previous generations. Fair remuneration, appreciation, and respect are not a negotiable nice-to-have for them but are considered a must-have. This generation attaches particular importance to the “soft skills” of their employer, such as:

Good working atmosphere
Work-life balance
Fair superiors
Meaningful work
Workplace security
Fast and efficient communication
Generated knowledge (workshops, webinars, training)
Clear work structures (leisure time vs. job)
Flexibility in working hours
Challenges with the goal: “Everyone gets a Trophy”

So if you have one or more of these benefits such as additional benefits, flat hierarchies, and work-life balance, you could look forward to being more attractive. Ultimately, however, it is recommended that the basis is right. Employee satisfaction is essential.

But what happens when Generation Y and Z go looking for a job?

This young generation is one of the absolute digital natives. They are the digital pioneers of our time. They know high-speed internet, smartphones, on-demand videos, and social media like the back of their hand. But what does that mean in recruiting? How do you best communicate with this generation? How do you appear on your radar?

The Internet is the first port of call! These generations find out more about the company website, about their employer, and yes! they research on google. That is why a successful SEO presence is particularly valuable. Have you ever heard of review platforms?

This generation is networked through several channels. That is why your company’s social media presence is very important. We claim he is the be-all and end-all for this generation. You pay attention to a coherent mix with good content, pictures, and possibly also videos from the company. They literally demand visual and authentic impressions. So ask yourself the question: Are you and your company digital enough to keep up with the younger generation?

In recruiting, you probably cannot cover everything important to Generation X and Y. But you can generate your job postings to go viral. Sell real emotions, images but also technology.

Insider tip: Don’t forget, Generation Y and Z don’t believe in perfection. They are realistic and will not be dazzled by the “American Dream”. You are looking for products and messages from the real world, not a perfect life.

The trends for 2021

Many companies have difficulties filling vacancies. Therefore, the following promising and time-saving methods are particularly advantageous. Those who rely on well-known methods should always keep an eye on the competition. A harmonious mix of classic means but also current trends is recommended. It is essential that it meets your personal requirements and makes sense for you.

The entire study can be found under Recruiting Trends. We have summarized the most important things for you:

SEO-Recruiting:

As already mentioned, recruiting via Google is still in the first place. However, it is also a passive variant in the personnel search. But with targeted search engine optimization, potential applicants can find your positions more easily.
Recruiting Marketing:

Try to present yourself attractively on an ongoing basis. Build a professional image, present career opportunities, possibly also internal promotions or general successes of the company. The idea behind this is that you get in touch before applicants even start looking for them. And this community is essential to you because you can access it anytime.
Active Sourcing:

Digital technology is also used in the recruiting process. Algorithms are used to search for the perfect candidate. Social media, business networks, various communities, and applicant databases are used for this. This automated control works lists all results in detail. A time relief if you have the financial means and the company is a certain size.

CONCLUSION: An authentic corporate and executive appearance is really essential for recruiting success. Do not forget that it is no longer the companies that select the applicants, but that sought-after and successful specialists are looking for who best meets their requirements.