These are 5 tips for recruiting young new talent

4 tips for recruiting entry-level talent

June 25, 2024 2:56 PM

When it comes to hiring, what worked with previous generations won't necessarily work with Gen Z — a lesson recruiters are learning the hard way.

Employers are recognizing the importance of adding fresh talent to their workforce, so much so that 68% of companies are actively seeking entry-level talent in 2024, according to a recent A Team Lease EdTech report, which marks a 6% increase from 2023. But whether or not they're successful in those efforts will depend on their approach.

"Young talent is entering the workforce now more prepared than ever before," says Jennifer Mathew, senior manager of talent acquisition and strategy at software company Paycom. "From the kinds of questions that they're asking during the interviews to the intentionality of the kinds of organizations they want to work with, they know what they want and they're willing to learn and be prepared for the role."

However, while hiring is expected to increase, employers are having a harder time filling open roles: According to a hiring survey from Robert Half, 49% said it's been difficult to find candidates who align with the company culture, 48% cited trouble with meeting candidates' salary expectations and 42% noted a lack of candidates applying for open roles.

The root of many of those obstacles, according to Mathew, lies in the simple fact that employers haven't updated their recruiting strategies and outlook to fit the specific needs of incoming talent — and they run the risk of missing out.

"Having talent that's ready to come in and learn from the ground up and pivot as needed is critical," Mathew says. "And with the right recruiting and training, we have seen them come in and become leaders that influence a business."

Mathew shared what recruiters should consider if they want to stand out when hiring this new generation of talent.

Look beyond traditional expectations

Coursework, extracurriculars and organizations that applicants were part of during their educational career could be valuable preparation for their professional one — even if they don't know how to put it on paper. Asking candidates to add or share details beyond what is on a resume is a good way to identify qualities that may otherwise go unnoticed.

"Recruiters, if they aren't careful, get too caught up on what they are or aren't seeing in a resume," Mathew says. "There's an opportunity to dive in and ask questions that showcase behavioral strengths and opportunities that might not be showcased in the resume to find diamonds in the rough."

Stay on top of trending skills

Every new generation brings new and evolved skill sets: For Gen Z, it's been their adaptability to technology, which means that, right now, recruiters should be keeping an eye out for keywords that include in-demand capabilities like AI and cybersecurity.

"[Gen Z] inherently knows about tools and systems that can make jobs easier and more efficient," Mathew says. "There are skill sets beyond what's in their curriculum that they've adopted because it's just how they're doing things."

Know what benefits young talent actually want

"Benefits are a huge part of what job seekers are looking at when it comes to the companies they're interviewing for," Mathew says. "But what they're looking for now versus years ago has completely evolved."

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Young talent are looking for benefits that take care of their mental health, their learning and development opportunities, self-service payroll, family-building support and gym access. They also want the benefit of up-to-date technology that makes their job more efficient.

Prioritize communication

Applicants spend a lot of time being ghosted by recruiters, so not only is it critical to provide the right tools to applicants in their roles once they're hired, but it's just as important to be leveraging tools during the hiring process to make fast and efficient communication possible.

"If there's a long, complicated process, candidates are going to go with the organization that communicated with them more quickly," Mathew says. "Receiving a response in a timely manner means they're being treated with respect, and how they're treated during the interview process is how candidates usually feel they will be treated when they join the team."