How to Attract Gen Z Candidates: 8 Recruitment Strategies That Actually Work
Along with the changes in the workforce, the expectations change as well. Gen Z – those born between the mid-1990s to early 2010s – are joining the job market in larger numbers. They have different values, habits, and priorities as compared to previous generations.
For employers who would want to hire and retain Gen Z talent, it is important to understand what matters to them and how to align your recruitment strategy to them.
In RDUK, we frequently delegate Gen Z candidates to such sectors as logistics, hospitality, business support, and care. Below are eight simple and practical ways of attracting them.
1.Be Transparent from the Start
Gen Z is looking for clear, honest information. They want to know precisely what they are applying for-no guess work.
Your job advert should state clearly the following:
- SALARY/HOURLY PAY (or at least, a real range)
- Working hours and location
- Remote or hybrid options
- A small, functional list of responsibilities
Avoid such general terms as “fast-paced” or “great team player”. Instead, explain what the job is really about and what a day is like in the job.
2.Make Your Application Process Simple
The majority of the Gen Z candidates apply for jobs through their phones. If your application process is long, obsolete, or complex, they are likely to drop out.
This is how to make it simple:
- Let people upload CVs without filling long forms
- Do not make candidates register an account so as to apply.
- Do not spend more than 5 minutes when applying where it is possible
If you are using a recruitment agency such as RDUK, we make life easier for you already.
3.Offer Flexibility Where Possible
This generation appreciates flexibility as regards to when, how and where to work. Even in industries such as hospitality or logistics in which remote work is not always possible, small changes make a difference.
For example:
- Offering part-time shift options
- Being open to rota swaps
- Allowing early finishes or late starts for study or personal reasons
Hybrid working options can be a big attraction in business support or admin positions.
4.Talk about Progression and Support
Gen Z wants to know where the job can take him or her. This does not imply that you require a whole training scheme, but it helps to mention:
- Opportunities to gain new skills
- A prospect to move into greater responsibility as time goes by
- Ongoing feedback and support from the managers
Even the slightest indicators of growth can make a difference in making an offer for a job more attractive.
5.Share Your Values
This generation is value-driven. People are seeking to join firms that value people, fairness, and environment.
You don’t need a large CSR plan – but if your company:
- Supports local charities
- Promotes diversity
- Offers mental health support
- Or at least values respectful treatment in work.
Draught a brief description of your company culture in job descriptions or in your careers page.
6.Social Media (the Correct Way)
Gen Z spends more time on such platforms as Instagram, TikTok, and YouTube than on job boards. If your company is operating there, you can post job openings and share a bit of your workspace with people.
However, do not try too hard to be trendy – it is better to be real.
Simple ideas include:
- Photos or small clips of the team in action.
- Backstage of how you provide your service
- A post with “what a day in this role looks like”
Recruiters such as RDUK also share job updates and behind-the-scene content to connect with the younger candidates.
7.Respond Quickly and Respectfully
Gen Z job seekers tend to have several applications going on. A poor response or lack of follow-up is one of the leading causes of their drop-outs.
Make sure you:
- Acknowledge applications
- Provide feedback (even if it’s short) if possible
- Keep timelines clear and realistic
It can be made easier by working with an agency – at RDUK we keep in touch with candidates during the process to keep them interested.
8.Provide Them with a Reason to Stay
Retention of a Gen Z employee once you hire them is important. Many are willing to work for a short period of time but will stay longer if they feel:
- Respected
- Listened to
- And treated fairly
Routine checking and explicit expectations can change a lot. And if the role provides some kind of way forward, they are more likely to stay.
Final Thoughts
Recruiting Gen Z candidates is not about gimmicks. It’s about changing the way you communicate and making your process easy for them to access, and demonstrating that you understand their needs. In RDUK, we help employers to recruit and place candidates in all major sectors. If you need assistance in reaching out to Gen Z job seekers that are ready to work and willing to contribute then we are here to help you.
Contact us to discuss with a recruitment consultant today or check our sector pages for more information.