How to Find Younger Candidates for Job Roles
Finding the ideal candidate can be tricky at the best of times. There is often a lot of competition, as job vacancies can exceed the number of job seekers in the UK. And younger candidates, who are known to be more innovative and tech savvy, are usually the most in demand. Employers therefore tend to be looking for Millennial and Gen Z candidates.
So how do you go about finding and then recruiting these candidates? We’ve looked at some of the main considerations below:
Who are Millennial Candidates?
You’ve probably heard of Millennials, but what age range are we actually talking about? A Millennial is someone who was born between 1980 and 1995, so will be relatively young. This group of people are often thought to work well in a team, and can also be known for needing both feedback and recognition.
As this generation probably grew up around technology, seeing it develop as they reached adulthood, there is a good chance that they’ll be fairly adept at using it. Even if they’re not technological experts, Millennials can almost certainly handle basic computer software and platforms. Anything they’re less familiar with, they can probably work out using Google!
Who are Gen Z Candidates?
Younger than Millennials, Generation Z were born after 1995. They’ll be the youngest group entering the workforce, often just finishing school or university. Gen Z is often thought to be open minded, accepting change if it means progression.
Because the majority of Generation Z would have had technology surrounding them as they grew up, this generation is associated with technical know-how. As with Millennials, there’s no guarantee that Gen Z will be great with tech, but the odds are probably in their favour.
What Attracts Millennials and Gen Z?
When it comes to attracting younger generations to your business, it’s a good idea to consider what they’re looking for in an employer. For example, according to a recent survey conducted by Randstad, 40% of Millennials and Gen Z reported that they would quit a job if it didn’t fit around their personal life. Flexibility in the workplace is therefore key. The same percentage also said that they would not wish to work for a company that wasn’t invested in social causes.
Good mental health and wellbeing are furthermore crucial factors in terms of these generations finding their perfect job. The survey above found that younger employees ‘would rather be unemployed than unhappy working in a job they didn’t like.’
When considering the values of Millennials and Generation Z, most hope to work for an organisation that has values which align with theirs. Things like social justice and responsibility, climate change, inclusion, as well as workplace diversity are all factors that the younger generations feel passionate about. So if your business is focussed on sustainability and dealing with environmental issues, make sure you’re vocal about it.
Finding the Ideal Candidate
In terms of recruiting candidates that are Gen Z or Millennials, there are a few things that you can try in order to attract the perfect individual for the role. The main things to remember are aligning your values with those of the younger generations, as well as ensuring that your message stays consistent across your brand. Many people these days will research a business before even submitting a job application, so your key values need to be prominent throughout your online presence.
You should also really consider what your job description says about your business, and what you can offer employees. If a candidate knows from the start what your organisation is like, and what your values are, they might be more likely to apply.
To help you attract qualified candidates from the younger generations, we’ve explored each of these considerations in more detail below:
1. Consider the Job Description
Ask yourself whether the job description you post truly reflects your company. Have you included details about your ethos, and any causes you support? Gen Z are often looking for a sense of purpose in their careers, so you should also discuss the ways in which employees make a difference in your workplace, how they are recognised, as well as any growth opportunities you offer.
2. Align Your Values With Your Target Audience
While you may know your company values through working there, they may not be clear to others. Check whether your business website describes your values, mission and company culture, and do your best to align them with your target audience. For example, are you working for a greener working environment?
As the younger generations tend to use social media regularly, it’s also important to post about your company and its ethos on social channels. Perhaps ask current staff members to write about their experiences working for the business, and how your company is helping with environmental and social issues.
3. Be More Flexible
As mentioned above, Millennials and Gen Z are often looking for flexibility in their jobs, so that they can achieve a healthy work-life balance. If you’re hoping to attract these candidates, you should thus review your policies on flexible schedules, remote working, and job sharing opportunities.
Overall, younger candidates seem to be looking for businesses that have values aligned with their own. As a company, this means considering issues like equality, sustainability, and employee wellbeing, through things such as flexible work schedules and progression opportunities.