Recruiters and HR professionals are going to need to mix up their strategies if they’re going to attract members of Generation Z, people born after 1996, according to Pew Research Center. That’s the core finding from a new survey by Tallo, the nation’s premier online platform for connecting talented students with companies and colleges.
The vast majority of Gen Z respondents (87%) said they feel that building a professional brand online is important, and 65% said their personal social media accounts accurately represent them as a potential employee. On how those sites are utilized, however, feelings are mixed.
When asked to rank their preferred method of communication from recruiters and potential employers, personal social media ranked last (14%) for being contacted by employers. Top choices were traditional platforms like email (87%) or professional social platforms like LinkedIn or Tallo (63%).
“Generation Z places significant emphasis on how they portray themselves to the world, as their self-expression is now a form of social currency, and that includes the way they think about future career opportunities,” said Casey Welch, CEO of Tallo. “By better understanding how and where Generation Z is building – and distinguishing – their personal and professional brands, companies and colleges can more easily connect with them to fuel the future of work.”
Additional survey findings that reveal the more traditional side of Gen Z include:
- 99% of respondents said it is important to have a job that is personally fulfilling, and 43% expect to stay at their first job for more than 3 years.
- 96% of respondents believe in the importance of networking even when a company does not have an immediate job opening.
- 91% of survey respondents believe recruiters should know professional details about them before reaching out about an opportunity.
- 88% of respondents reported that they would pursue an opportunity that is a clear fit for them even if they are unfamiliar with the company, while only 44% are likely to work for a company they have heard of if the opportunity isn't a clear fit.
“When it comes to recruiting, employers need to be more conscious of marketing their specific opportunities than about bringing awareness to their overall company brand,” said Welch. “Engagement-heavy platforms that allow for personalization of the user experience should be prominent in recruiting strategies.”
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