Given that Millennials now are the leadership positions in the Software Workforce, here are Gen Z’s communication preferences one needs to know throughout the recruiting process:
Keep it speedy. 17% of GenZ job seekers expect an offer in less than a week after the first interview.
Use a multi-channel approach - GenZ may rank email #1, but they still expect millennial recruiters to connect with them through various communication channels.
3. Connect face-to-face - 51% of GenZ job seekers prefer face-to-face communication and want to form trusted relationships with their millennial recruiters.
GenZ relies on referrals when looking for potential Software Employers. Connecting with Gen Z means meeting them where they are. Using the proper communication channels, hiring timelines and messaging can be the difference between an accepted offer and losing a candidate to a competitor.
Email is Generation Z’s number-one choice to communicate with potential IT Employers. But while email is an undisputed champ when it comes to sharing recruitment marketing materials, scheduling interviews, and coordinating offer letters, a healthy mix of many communication channels might be the key to winning over Generation Z talent. A growing number of Gen Z candidates rank text messaging as a favorite way to connect with employers, and video calls are on the rise as well.
What does Generation Z want in the workplace?
When asked to rank their top three priorities for accepting a job, salary, work/life balance and job duties and projects were at the top of Gen Z’s list. This group may be looking for a flexible work environment that lets them adjust schedules and work remotely to better balance their personal and career responsibilities.
In addition to strong medical coverage, Generation Z values Software Employee benefits like a great vacation package and a comprehensive parental leave policy. Long-term, they also want a good retirement plan.
Gen Z is planning for today and tomorrow, but that doesn’t mean they plan to stay with the IT Organization. Generation Z in the workplace statistics show that more than half admit they intend to look for a new job within three years. Attracting Gen Z candidates is challenging, retaining them may be the next hurdle for Software Business.
They Look For Work Differently
Gen Z doesn’t use traditional channels like LinkedIn or Indeed to find jobs anymore “They love using the apps of their generation. They also like talking to recruiters face to face. But they aren’t fans of Zoom interviews or pre-hire assessments. Their preferences are dramatically changing the way jobs are filled. And as Zs come into the workforce in numbers, old-school recruiting firms will need to change or die.”
The Value of Social Interaction
Choosing video calls over phone calls.
Opting for recurring meetings to give Gen Z the human connection they crave.
Not skimping on feedback. Managers should check in often, offer thoughtful critiques and set up weekly feedback and performance reviews.
Encouraging team bonding with social activities.
Review your communication channels. Gen Z prefers email, text and social media for day-to-day communication.
They Prefer Remote Working
Though many people came to see the value and ease of remote working during the pandemic, Gen Z will continue to drive more remote work.
“While we can expect physical and in-person work to still, I think the way to go is remote tasking. Plus, with COVID we saw a lot of improvement in the cooperation applications that make the tasking and hiring process a lot easier.”
The Value Fun and Flexibility Over Structure
“Gen Z Software Workers value flexibility over structure; constant connectivity over facetime meetings; instant feedback loops for continuous improvement over lengthy performance reviews or annual review processes which only happen once a year. The result? A workplace where people are happy because they’re able to do their best work without being tied down by rigid schedules or office politics.”
They Have More Bargaining Power
As many Gen Zers enter the workforce for the first time during the Great Resignation, they find themselves with significantly more bargaining power than their millennial predecessors. So what does this mean for the modern software workplace? Pay needs to get higher. Growing up with the specter of crippling student loan debt from their older siblings, Gen Z is much more likely to put financial reward as a top motivation for choosing a Software Workplace, unlike personal development that was so popular with millennials.”
Here's How Gen Z Is Changing the Workplace
They help in Improving the Work-Life Balance.
They Are More Socially Aware.
They Push For Accommodations.
They Prioritize Mental Health.
They Want Nontraditional Benefits.
They Look For Work Differently.
They Value Social Interaction.
(Author: Abirami Vellayappan is a curious cat and a social media writer at TechDoQuest, which is an IT Recruitment Company.)