Article: 4 tips to navigate the Gen Z talent hunt

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4 tips to navigate the Gen Z talent hunt

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Gen Zers eye on-the-job excitement and are keener on career growth rather than stability
4 tips to navigate the Gen Z talent hunt

Gen Zers eye on-the-job excitement and are keener on career growth rather than stability.


Whether your organization is ready or not, the Digital Natives are here. The Digital Natives’ aka Generation Z’s defining characteristic is in their name. These are people born into a post-millennial era that has witnessed some of the world’s biggest-ever technological innovations. Social, mobile, cloud and multi-media technologies are almost coded into their DNA. According to research by Sparks & Honey, people of this generation spend 41% of their free time with computers or mobile devices.

While this new breed of worker will bring uncertainty and change, that disruption can be a hugely positive force. There is an extraordinary opportunity to nurture a new generation of engaged, tech-savvy, creative and evangelical workers.

Here are four tips that will help you tackle Gen Z better:

  1. Focus on unique EVP: While most companies have similar sources for hiring that include job boards, job portals, social networks and HR partners, the differentiator lies in how you treat them. Companies should design their recruitment campaigns as if they are attracting a prospective customer. It’s about marketing your unique EVP (employee value proposition). Internet startups are excellent examples that use all kinds of experience including virtual, operation and cultural – to hire Gen Z.

  2. Engage immediately: Companies have to create working environment where Gen Z collaborates and share immediately. These things bring out the best of their capabilities. Giving them access to mobile and social collaboration tools on their first day at work is the most effective way to engage them. When a Gen-Zer is hired it is best to engage them right away with pre-boarding training and learning instead of traditional HR on-boarding that takes several weeks.

  3. Provide rich experience: Gen Zers are looking for a collection of experiences even within an organization. If they fail to get the desired opportunities, they tend to change jobs rapidly. The key to retention then is to put them in charge of their careers. HR needs to facilitate tailor-made employee experiences, embrace career and jobs customization and motivate employee via creative and productive mentorship programmes.

  4. Focus on Social Rewards: More than money or other benefits, Gen-Zers are looking for social recognition. This generation will not strive for the oldest employee awards, they look for public and peer recognition. So instead of a cash prize for suggesting a new product idea, they would prefer companies sharing such news on social platforms like Facebook, Twitter or LinkedIn. 


All employees need the right tools to do their job, and investing in the latest mobile technologies and will enable everyone to be more productive, whether they’re from generation Z, Y or X. But only by using the right combination of engagement strategies and technology tools will offer the Digital Natives an outstanding employment experience. Gen Zers eye on-the-job excitement and are keener on career growth rather than stability. If their future employers fail to cater to their needs, Digital Natives will take their energy, expertise and enthusiasm to one that will. But with the right people strategy and the appropriate tools, they could also be the key to shaping a successful future for the business. 

This article is a part of the People Matters- Oracle Let's Talk Talent series. Click here to visit the Let's talk talent page to read more such articles.

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Topics: Recruitment, Talent Acquisition, #Lets Talk Talent, #TAWeek

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