5 Tips How to Recruit Generation Z in Your Small Business

While Millennials are slowly taking over the workforce, Generation Z members aren’t far behind. Although their age span is not yet firmly set, they range from the nineties to the present age (e.g. 1995 and 2015) so they are easing into the business world. 

This is the generation who was born into smartphones, gadgets, and the Internet, and they feel at home with technology which is precisely the reason why you need them amongst your ranks, to stimulate your business’s progress. 

However, the traditional strict working atmosphere will not be appealing to Gen Z so you would need to make some changes to your recruitment process and the working conditions. With that in mind, here are 5 tips to help you find the optimal ways to recruit Gen Z employees.

Leverage on their love for technology

Generation Z loves its technology: as soon as they open their eyes, the first thing they reach for is their smartphones because they want to check what’s new with the world, if any of their friends wrote to them or if there are any work-related news. While older generations might become anxious because of a new software tool you introduced, a Generation Z employee will be the first one to enthusiastically try it out.

This means that, in order to attract them, you need to stay updated regarding the newest technology trends. In this way, you will make sure you facilitate certain aspects of work by eliminating menial work for the most part and that you become attractive to this tech-savvy generation. 

Visit relevant networking events

Posting an ad online is not the only manner to recruit Generation Z employees since this social group isn’t a slave to old trends. For instance, going to certain events and mingling with the attendees might help you find the talent you are looking for.

Just as Millennials, Gen Z has tremendous social awareness and often attend going-green events as well as those for charitable causes. If your business philosophy coincides with these causes, all you need to do is to choose one of the designs for business cards online, get them printed and hand them out to individuals who you consider great candidates. In this manner, you would know that the person coming to the interview is already a desirable candidate which shortens the recruitment process.

Show you care about health and wellness 

Gen Z is all about keeping fit and eating healthy and don’t be surprised if you learn that some of them refuse to own a car because they want to help the environment and be more active. Since a lot of them are known to cycle to work, it is good to have a bike rack in the building so they can leave their bicycles without the fear of having them stolen.

Also, having fresh fruit brought in daily will not significantly burden your budget but it will significantly improve your reputation among your employees, Gen Z ones in particular. If you have the budget and space, you should consider assembling a small gym so that they can work out after work or during their break if it helps them clear their heads. 

Offer growth opportunities

One of the strongest character traits that Gen Z members share is the anxiety caused by the feeling they are stuck in a place where everything stagnates. While previous generations might have enjoyed indulging in their routines and everything always functioning the same, this kind of working environment is the worst possible one for Gen Z as it would resemble a prison.

If there is no space for progress, for moving up the ladder, and shaking things up with new ideas, strategies, and tools, don’t be surprised if Gen Z members decide that they better look for another employment. To attract them and retain them, you need to offer challenges and be ready to embrace innovativeness and you will soon see how much good it would do to your business.

Keep them informed and involved

While some members of the older generations prefer to do one thing at the time, Gen Z cannot function without multitasking. Typing a report, responding to a teammate’s text about a project, while considering what to eat for lunch – this is just how their quick minds work. So, long recruitment procedures where they go through many steps which are weeks apart with somber periods of silence from their prospective employers are not going to cut it for them.

They like to be kept in the loop since you never know if they have other options and you might end up losing a talented employee because you didn’t contact them for a few weeks between recruitment steps. Also, since they are big lovers of video as a format, you can also include them making a short presentation video about them and their work experience as a part of the process.

Wrapping up

Generation Z will take over the business world in a not so distant future, so it is wise to get a head start because it can also mean gaining a competitive advantage. Instead of being the one who joins the race once it already started, think proactively and start adapting your working conditions and atmosphere to the upcoming generations who will rule the business world.

5 Mistakes You May Be Making in Your Social Recruiting Process

Social Recruiting

Nowadays, social media recruitment is a well-known practice and most organizations are using it as a hiring tool during their recruitment process. Such companies use the online platform or social media to screen candidates and thus shortlist a select few to be interviewed physically. Social media allows these recruiting companies the option to advertise and market their jobs and also give the potential candidates access to such jobs 24 hours a day. However, most firms find it hard to get the right candidates using social media due to some mistakes they make in the selection process. Avoiding such mistakes gives you the opportunity to choose the right candidate easily.

Here are the 5 mistakes you may be making in your social recruiting process which you can do well to avoid:

  1. Failing to Plan and To Describe Your Scope Properly

This is a common mistake committed by most online recruiters. It is important to plan your recruitment process well and have your company description properly displayed. There are many social media sites and you need only the best candidates.

If you just post the job advert without properly describing it, most candidates may not even bother seeing it. Ensure that you plan well on social media sites to use and employ some strategies to make the advert reach as many people as possible. For instance, you can sponsor your advert and set your preferred target candidates.

  1. Not Defining Your Target Audience 

This is a mistake that most hiring firms do when posting jobs on social media. You have to describe your job and state clearly the target audience including the academic qualification, age and the required experience. This gives you a chance to eliminate unnecessary applicants and you will have a chance to choose from the candidates you want. This makes your selection process easier instead of having many applicants that are not qualified.

  1. Limiting Yourself to A Few Social Media Sites

This is another common mistake you should avoid. Researches have revealed that most of the employers only use the common sites such as LinkedIn and Facebook. There are many sites where you can reach all your potential candidates easily. It is a fact that not all candidates are on one site and this explains why you should make use of as many sites as possible. This increases your chances of choosing the right candidate suitable for your job description.

  1. Use of Lengthy Application Process

Most applicants do not complete lengthy application processes. Most firms hiring online lose qualified candidates due to such processes. It is advisable that you make your online application and hiring process simple, short but thorough. This gives many qualified applicants a chance to complete their process and thus you get the best candidate.

  1. Failure to Display the Benefits of Joining Your Company

Most firms do not clearly display the benefits of joining their company. As an employer of choice, you need to convince them that they will not only grow financially but also professionally. This encourages many qualified candidates to apply and you will choose from the best candidates. These benefits can very easily be conveyed via social media though failing to do so can be a mistake.

These are some of the mistakes most recruiters commit while using social media for their hiring initiatives.

While you make sure you avoid these 5 mistakes, you can go a step further to refine your recruitment process by making use of online skill assessments to hire the absolutely right fit for your organisation.

Are there any such errors in social recruiting that you may like to share with us? Reply in the comments box and we will be happy to learn from your experience.

4 Tips on Using Social Media for Recruiting

4 Tips on Using Social Media for Recruiting

Social Network

Trying to find the right new individuals to add to your team can be challenging and time-consuming, but it is nonetheless critical for the success of your company. After all, skilled, experienced and motivated individuals can be a truly beneficial addition to your company and can help you to reach new heights in growth and profits, customer satisfaction and more.

One idea to improve your efforts in this area is to consider using social media sites to bolster your recruiting efforts. In some cases, you may be able to connect with great candidates through these outlets who you would never have been able to reach otherwise. Your efforts can also be used to make candidates more interested in and excited about a job opening you have or about the possibility for working for your company.

Many successful companies of all sizes are already using social media to recruit candidates, but some are not enjoying the level of success they could be through their efforts. If you’re not sure how to do it, the following tips can help you to maximize the benefits of social media sources for recruiting activities.

Create a Social Media Recruiting Strategy

Some companies use social media for recruiting efforts haphazardly, but the best results are generated when you make strategic use of these platforms. Your social media recruiting strategy should fit in with your company’s general recruiting system and it should be well-suited for the types of positions you are hiring for.

Ideally, social media outlets will be used in conjunction with your current recruiting efforts rather than in place of them. Remember that each social media platform is unique, and this means that they offer different benefits to your company.

For example, through LinkedIn, you may be able to connect with professionals in your field. Through Facebook, however, you may be able to reach out to a much broader audience. In different situations, both of these options can be uniquely beneficial. For example, the use of LinkedIn may make better sense when advertising a managerial or executive position, but Facebook and other options may be better used when you are actively recruiting for administrative-level job openings.

Use Recruiting Hashtags

The use of hashtags is more than just trendy. Hashtag serve the important purpose of making your content more easily viewed through relevant searches. By using hashtags with your recruiting efforts through social media, you can make your content more easily located by those who may be searching for a job on social networks.

To make full use of hashtags, they should be relevant to the company, the position or something else. Think about hashtags that others may be using when looking for an opening that is similar to use. For example, some may use a generic search for #jobopenings, and others may use something more specific, such as #researchassistant.

With the right hashtags attached to your online recruitment posts and tweets, you can potentially reach a much larger audience that extends beyond those who actively follow your social media accounts.

Promote Your Company Culture

Part of a successful recruitment strategy involves selling your company and the position to a potential candidate. This means that you need to use social media effectively to showcase how amazing your corporate culture is rather than to simply post a link to the job description.

Social media recruiting efforts that simply announce an opening are often less effective than they could be because even when potential candidates see the listing, they may not be enticed to act on it without motivation to do so.

Remember that social media is not only text-based, and you can use images and video to promote your company culture online. Instead of just stating that your company is a great place to work, use photos or even videos of regular events at your office. For example, you can show your employees working as a team tackling a project, being dressed up for Halloween in the office or participating in a monthly pot luck lunch.

Involve Your Employees

Another important step to take if you want to maximize your social media recruiting efforts is to involve your employees in the effort. Ideally, all of your employees will share content about your company to their own contacts on social media, and they may even make use of branded hashtags as well.

This effort can help you to expand your reach to a much larger audience than you otherwise would have been able to reach. Asking your employees to retweet or share a post is great, but you can also ask them to promote the company culture. For example, they can be an advocate for you by talking about their work experiences.

However, you should have established rules in the office regarding the use of social media. Furthermore, you should attempt to control the message that your employees are sending out about your office by offering structured comments and guidelines to them.

Final Thoughts

The first hurdle to jump over in your recruitment efforts is to find a great pool of qualified and interested candidates to interview. Social media is a great option for extending your reach and to let a greater number of qualified candidates know about your job opening. When you are using social media networks for recruiting purposes, follow these helpful tips to more strategically and comprehensively make use of these platforms.

About the Author:

Lisa Michaels

Lisa Michaels is a freelance writer, editor and a striving content marketing consultant from Portland. Being self-employed, she does her best to stay on top of the current trends in the business world. Feel free to connect with her on Twitter.


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10 Must Haves For A Successful Recruiting Strategy

Recruiter checking the candidate during job interview

What do you do when a top performer from the team resigns?

You will obviously start to frantically look for a replacement close enough to suit the same skill sets and experience within the notice period. But we all know how difficult that can get. Also, does that work every time? To pose another question, is that even the right way to deal with this problem? Mounting the problem up – this is a single employee situation. What should be done when you have a huge employee base and the number of important people leaving cannot be counted on your fingertips?

The answer to this would be to follow the most effective recruiting strategy. A strategy that helps you tackle the high churn rate in your industry, that helps you face challenges when the need to hire talent pops up every now and then. But how do you come down to creating a good recruiting strategy that works for your organization? Is there a set of simple tricks you can blindly follow?

The bad news is – there is no bible that recruiters can follow. The job market constantly keeps changing, and so do the needs of employees looking for a change. Hence the recruiting process depends on a variety of factors, each of which affects your practices to a great extent! So even if the job market might seem like facing a crunch at the moment, it would not mean that you can easily find the right talent fit for various openings. A lot of factors would need to be considered by you before you make your move.

Let us look at some of the most effective and successful recruiting tips that have been helpful to HR managers worldwide.

1. A well-thought out strategy

“51% of employees are either actively seeking or are open to a new job offer” – Jobvite

As already put out in the introduction, a company should always have a well laid out and thought through strategy which is aligned to the goals of the organization. Your strategy should be well communicated to your staff, which clearly defines your brand message and sets a list of priorities that will help you scoop out just the right candidates.

2. Work culture

“73% of recruiters said to compete against other employers, they highlight company culture” – Jobvite

You constantly need to tell prospective candidates about how great your work culture is and what sets you apart in terms of takeaways and culture. You need to excite candidates with a number of benefits. Talk about your culture and highlight the happiness quotient of your employees as much as you can. Best employees look for a conducive and comfortable work environment, and you need to ensure that you provide exactly that.

Having a good culture and successfully communicating this will definitely get you more employees through referrals as well. Do stories around your employees and sessions, and get it out on social media through blogs, videos and other exciting formats.

3. Competitor alert

There is obviously a lot of competition for being the best in terms of employer branding and recruiting, and whenever a company does manage to follow a successful strategy, their competitors are likely to quickly imitate that. Ensure that you keep yourself updated with what is happening around you and what is changing as the market keeps evolving. This also applies to potential candidates as they are constantly on high demand, and the best employees always need to be fought for.

4. Candidate targeting

In times of a need for mass recruitment, it is important to prioritize the top position up for grabs and target candidates who are currently working top performers and not looking for a change. Such employees bring out the best and you need to find ways that can help you convince them that the opportunities they can get at your company could meet a lot of their professional and personal interests. Such candidates contribute to business in a bigger way than candidates who are currently looking for a change.

5. Sourcing candidates

This is one of the most effective ways of indirect recruiting. Employee referral programs have time and again proved to be the most effective source for attracting high performers.

According to Dr. John Sullivan, other effective but under used sources could be recruiting at promotional events and contests.

Also, the source method should be flexible enough to shift, depending on the type of candidate required for the position. Most recruiters make the mistake of using the exact same scoring scheme for every job.

6. Objective data

Recruiting should happen on the basis of objective data, rather than being driven by common practices or emotions. This will help you get more reliable and qualitative results which are not bound by any kind of biases. When you are recruiting on a large scale, it might be a good idea to rely on objective data that yields the most effective results, as opposed to emotion driven decisions.

7. Power to everyone

A company needs to give scope to each and every one in the company to become a recruiter. Your managers and employees are constantly in touch with outside talent and that is why you need to build a culture of recruiting by one and all.

Your employees are the biggest agents of your employer branding through their own social and personal contacts. And they would mostly refer people who they think are eligible for the positions available. For top employees who have helped you recruit your best talent within the organization, make sure you reward them and let everyone know of their efforts. This could act as a great motivation for the rest of the employees.

8. Interviews

Interviews are one of the most important processes which define if candidates want to join you or not. So once you select candidates for interviews, your hiring focus should shift to the interview process. In order to maximize the success in interviewing, employers must consider aspects like the setting of the interview, the kind of questions they ask and how the candidate is treated overall.

It is critical to take a moment and put yourself in the candidate’s shoes before you start firing questions at them. If the interview happens at the workplace, you need to check if the area is comfortable, private and free from distractions. Remember, you alone are not the only ones judging during the hiring process. You need to be able to build a relationship and trust with the candidates.

9. Prioritize job positions

An effective recruiting process always maximizes resource utilization by identifying and prioritizing on the positions which have the highest business impact. This generally consists of jobs which yield the maximum revenues, as well as the jobs in high margin and rapid growth business units. The recruiting process should also target top performers who are proud and passionate of what they do.

10. Remote workers

The global workforce is going mobile and prefers to work on the move. You cannot ignore the growing demands of a distributed workforce. They would want to work remotely and want to get certain benefits for that. The recruiting process for such candidates also needs to be well defined and set in a way that holds satisfactory for both parties. It is important that you come into a mutual consensus with these employees and convince them that their needs and grievances will always be catered to.

Needless to say, these tips are not universal and would vary with respect to your company, culture and the population you are targeting. Hence, you would need to keep re-evaluating and re-assessing the validity of these tips as the market keeps evolving.

The power of social media and technology will be huge on future recruitment. Get access to an exclusive whitepaper and explore what the future of recruitment looks like.

Bonus Video!

About the Author

Bhaswati BhattacharrayaBhaswati is a Product Specialist at Capabiliti, a mobile-first training and engagement solution for enterprises. Passionate about Economics, Bhaswati also loves storytelling. She has a keen interest in start-ups, food and travel. In her ‘me time’ she picks up fiction novels, tries different cuisines or explores routes to less traveled places on the world map. Follow her on Twitter at @Bhaswatibh


Source: 10 Must Haves For A Successful Recruiting Strategy