Hiring Generation Z

As generation Z begins hitting the workforce, many hiring managers and recruiters are struggling to understand them and what they want.  Just as you were starting to understand the Millennial generation, you now have to learn about hiring generation Z.  Here are a few tips to help you in your hiring efforts: 

• This generation is looking to make an impact.  They want to impact their careers, others around them, and change the world, however, they do not want to do this for companies that are considered “big-box.”  They want to work for employers with less than a few hundred employees.  Generation Z does not want to get lost in the shuffle, and they feel that they can have the greatest impact on a smaller company.  They must believe in your mission, vision, and company goals, and understand how they are similar to their own goals.  When looking to attract this generation, focus on showcasing the company’s message. 
• As with many generations today, they are also looking for the perfect work-life balance.  They are interested in fulfilling the desires, both work related and personal.  You will find they question and challenge many things, only because they are so passionate about improving.  They will have different opinions on their perfect balance, and will not be afraid to ask for what they want.  If you are looking to hire this generation, then you must be open to thinking outside the box. 
• Innovation and technology are part of the norm for generation Z, therefore they will expect whatever company they work for to also embrace both.  While they look at the “big picture,” they want a company that is willing to advance with technology and be innovative in their thinking.  This is how they have been raised – find a solution. 

When you begin looking to hire generation Z, consider these tips.  While they have a few similar traits of Millennials, their appreciation for leadership and companies that want to lead by example, will attract them to you!

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What Type are You?

Hiring managers and recruiters are diverse and unique individuals.  Most would say it is a prerequisite to working in the field.  However, each professional has a different way they handle their hiring strategies, and make sense of their profession.  What type of professional are you?  



It is important that you recognize and determine what type of hiring professional you are.  Why?  When you understand what type you are, you can then embrace the situation or make a decision to make some changes.  The choice is yours….. 

• If you have been called “old-school” or a traditionalist, you most likely follow old stand fast rules of hiring and do not plan on changing anytime soon.  While you may use some technology, you are a believer of human interaction and making deals on a handshake.  While this type of person is great when hiring someone from an older generation, it will be difficult to appeal to the younger generation. 

• Are you a closer?  You might be the type that can close any candidate, and while you care about what they want, once the deal is closed, you move on to the next.  You do not care to have a relationship with the candidate ongoing.  With the trends moving towards building relationships, you might want to rethink your closing techniques a little. 

• A great networker might also be referred to as the social butterfly, however, it is because of the relationships you build and foster that allow you to fill positions.  Be careful you do not lose sight of the end result and get swept away with just building relationships. 

• If you have been called a whisperer, you most likely have your pulse on all things recruiting and hiring.  You have the perfect combination of “old-school”, closing, and networking that attracts and retains great talent.   

No matter what type of hiring manager or recruiter you are, there is always room to grow.  Consider these types – what type are you?  Do you need to make any changes?

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Successful Remote Work Perk

What makes a successful remote work program for your company?  Do you even offer such a program during your hiring process?  Many companies today are considering the possibilities of offering remote work as part of their benefits package, for a variety of reasons.  

Here are just a few reasons why offering and implementing a remote work program can help your hiring efforts: 

• As society shifts and priorities change for the working force, many job candidates today are looking to work for companies that have more flexibility in when and how they work.  Society today is leading a very full life, therefore, offering remote work programs will help you attract a wider variety of candidates. 
• Companies that have implemented a remote work or flexible work program, have experienced increased retention rates.  Because they are making it easier for their employees to do their work, their employees are happier and typically do not look to leave. 
• Have you been looking for a job candidate with specific talent or skills, but are struggling to find it?  When you offer remote work options, you can cast a wider net, thereby giving you more talent in the pool to choose from.  Your perfect candidate may be hundreds of miles away, but offering remote work options, they could still be your best hire. 
• While many companies feel that measuring productivity would be difficult with a remote work program, it has found to be the opposite.  Typically, new measures will be put in place due to the remote work program, which can help increase productivity. 
• Communication is no problem either, with all the technology available today, you can work with a remote employee as if they were sitting right beside you. 

More and more companies are considering adding remote work programs to their hiring plans, and for good reason.  Remote and flexible work programs have proven to be effective in more ways than one, and typically end up saving the company money!  A win-win for everyone involved.

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Best Job Candidate References

A normal part of your hiring process is checking references on job candidates, however, for decades hiring managers have been checking references with supervisors and managers only.  While these references are important, even more important, is what the job candidate’s coworkers think.  If you are looking to get the best job candidate references, ask your candidates to list past coworkers as references.  Here is why: 

• Past supervisors and managers typically will give you canned responses when you ask for a reference on a candidate.  They will typically answer yes and no questions regarding dependability, reliability, meeting deadlines, etc.  This information is important, but only tells part of the story. 
• Past coworkers have “been in the trenches” with the candidate, and typically will shed more light on their true work habits.  They can give you specific information on how they handle stress, how helpful they are, and their personality on the job. 
• Past coworkers are not bound by the normal corporate “red tape” that many supervisors and managers are bound by, therefore, they can give you more than a yes or no answer.  You can ask them to elaborate on a comment or give you specific examples.  This can help you get a clearer image of the job candidate. 
• Personality and fitting into company culture is difficult to ascertain, however, when you ask these questions of past coworkers, you are more likely to get the real truth about how they fit in.  Did everyone like working with the candidate or was the candidate difficult to get along with. 

Checking references of a job candidate with their prior supervisors and managers is a good idea, it can reveal a high level of information about the foundation of the candidate.  However, if you want to learn more about the true personality, behavior, and work ethic of a candidate, you should ask for prior coworkers references as well.

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