Millennials might be the the largest generation in the workforce right now, but Generation Z is the one to watch. They have an abundance of energy, are tech-savvy, entrepreneurial and self-aware. And in the world of high-volume recruitment them is critical. To do that, you must adjust your recruitment strategies. Here’s how.
Here’s what research tells us about the impact of a great employer brand: you’re likely to hire 1-2x faster, have 50% more qualified applications and a 50% reduction in cost-per-hire. That’s not all. The candidate experience is also significantly improved, and staff turnover will reduce by 28%.
So, it’s clear all recruitment relies on a strong employer brand, but for younger candidates who are well-tuned into what makes them tick, it’s crucial. They’ll be on the hunt for companies who visibly align with their values, and you want to ensure the candidates you need are willing to come your way.
Start at the top. Make a list of all touch points where potential young candidates may engage with your employer brand. Don’t forget the nitty-gritty. Even something as simple as the design of your job application right through to the clothes you wear for interviews will help young candidates glean the vibe of your company.
We’ve all been sucked into cat videos on YouTube, right? No surprises that video content takes the top spot for effectiveness in bringing people in – one study shows a 66% increase in qualified leads each year, just by adding video. That’s a marketing stat, sure, but you can see how it could apply to filling your candidate funnel too.
You want to create video content that captures the essence of your workplace culture and is engaging for younger audiences. That means showcasing staff at every level of your company so emerging young professionals can see a future career path, especially as they’re likely to start on your frontline teams.
Reality check. In high-volume recruitment, for every job you fill, there are potentially hundreds of unsuccessful candidates. Many of them would have been awesome applicants so you want them first in line when the next role crops up. Pop them into your candidate community and while they wait for the next opportunity, make sure to keep them on side. That way, they’ll be ready and willing when you come knocking on their door.
Your candidate experience must leave unsuccessful young candidates with a sweet taste in their mouths. Applying for a job should be enjoyable and fast, you must keep them updated and let them down gently as soon as possible. Then, keep them warm and engaged in your talent community, touching base now and then with tidbits of useful or interesting information that could help them be successful next time.
Job boards have a place in recruitment, but they’re not necessarily the be-all and end-all. You could be missing out on the best young candidates if you stick just to job boards.
Your job ads need to be where young people and their parents will see them. It’s common sense, really. Younger candidates likely won’t be perusing traditional job boards, but ads in school newsletters, on Snapchat or posters at the mall might better catch their attention.
About 40% of people find out about job openings through friends, so if you’re recruiting for lots of roles – frontline staff or retail shop-floor teams – spread the word internally and ask your team for recommendations. You’ll find that friends tend to have similar work ethics and values, so if employees fit well in your team, chances are friends of theirs will too.
This could look like adding a simple question to your employment process – "Do you know any friends who should apply for a job here too?” When the employee enters an email address, the friend automatically gets an invitation to apply for a role.
It’s simple math – the more people in, the more chance of getting good people into roles. Sweet.
Widening your talent pool also means attracting more diverse candidates, which is a fundamentally good thing for business. Just remember to first hone in on the type of candidates you’re looking for, so you can implement the right high-volume recruitment methods. Remember, younger candidates probably won’t have a lot of practical job experience, but what they lack in hands-on skills, they make up for with unexpected perspectives, attitudes and experiences.
Under-20s will be applying for lots of jobs, and if your application process is too hard they’ll cheerfully abandon it. With this in mind, recruiters must step outside the box and create a candidate experience fit for those under 20. Make the process fun (like with a fun values-based assessment - HINT HINT), remove old-school CVs, build in SMS communications and schedule interviews fast.
For Kmart and Target’s head of talent acquisition Meisje Powley, Weirdly’s scheduler tool (which allows candidates to book their own interview times) has been a game-changer: “This piece of getting candidates to interview is so slick and quick,” she says.
For many organisations, the missing piece of the high-volume recruitment puzzle is automation. Luckily for you, Weirdly serves that up on a silver platter. Hooray! Pre-employment assessment software automatically spots candidates with the skills and characteristics you’re on the hunt for.
That means you can create a branded experience just for younger candidates. It also removes the manual-heavy task of sifting through large volumes of candidates.
For frontline and shop-floor teams, young candidates have a lot to offer. In an ever-evolving world of work, they’re nimble, tech-savvy and often willing to go that extra mile. For organisations that rely on large on-the-ground teams, under-20s are a great recruitment source.
If you’d like to see a demo or read about how our clients have been using Weirdly to recruit under-20s, get in touch.