The One Thing You Need To Know About Gen Z

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You’re not their only option!

If you’re looking to hire entry-level employees, you need to understand you’ve got competition. Recruiters are trolling LinkedIn in search of hard-to-find talent. Most send generic messages and then wonder why they can’t get people to take their calls.

Don’t be like everyone else. Be different.

Get Personal. If you want to grab the attention of someone in a hot field, you must do so in a way that gets them to say, “Hey, here’s someone who appears to be worth my time.”

You won’t do this by copying and pasting a generic email. Instead, personalize your request. See what potential candidates post on LinkedIn or their other social media platforms and engage them in a conversation before pitching them to interview with your company.

Do Your Homework. As a hiring manager, you expect prospective employees to do their homework. You should do so as well.

Starting salaries have risen dramatically in the past year.

Have you adjusted your starting pay, or are you hoping to buy candidates on sale?

Job seekers know what their peers are making. If you lowball them, they’ll ghost you.

Do your due diligence. Don’t waste time trying to lure someone who you can’t afford. If you don’t have the budget to hire a particular candidate, seek to train someone from within.

Something else to keep in mind as you look to recruit (and retain) Gen Z. Unlike their predecessors, this generation openly discusses salaries. They’ll bolt if they find out they’re paid less than their colleagues for the same job.

When making your offer, do your best to pay competitively, and if you’re able, a little extra money will go a long way to ensure their response will be a yes.

Money Talks. Here’s why. According to the Federal Reserve, the average college debt among student loan borrowers in America is $32,731. When you’ve got that kind of debt to service, you have little choice but to consider the financial side of any offer first before evaluating other factors.

Culture Matters. However, many people are graduating with little or no debt. To a growing number of younger workers, a company’s culture and values are as influential as individual compensation.

Job seekers ask their friends and search the Internet to see what it’s really like to work at a particular company. If you haven’t done so, head over to Glassdoor.com and see what’s being said about your company’s culture. Note areas where you can immediately take action to improve your company’s reputation.

Experts predict that the talent shortage won’t improve anytime soon. Pay attention to what matters most to those you are seeking to hire, and you’ll be well on your way to filling vacant positions.



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