Recruiting is done differently now, and for many, especially those traditionally
A recent survey by Handshake, the largest job site for college students, reveals that hopes are high among the new generation of job candidates, and that for most, virtual recruiting methods are a preferred way to communicate with potential employers. Eight out of 10 respondents believe they can find a well-paying job, 82% said they will be able to find a personally fulfilling job, and 87% believe they will find a job in a field they are interested in. The majority of Hispanic, Black, Asian, and female applicants say they prefer virtual interviews to be a part of the process.
"The pandemic accelerated a change that was already happening," says Christine Cruzvergara, Handshake's chief education strategy officer. "Employers were all going virtual purely out of necessity, and they discovered that virtual
Read more:
In contrast to traditional, in-person job fairs — a pre-COVID recruiting staple — connecting virtually with recruiters and employers creates multiple opportunities to communicate. Not only can this give each side a more well-rounded impression of the other, but it also allows an expedited path to one-on-one interactions. This connection, Cruzvergara says, is a foundational element in the minds of the new Gen Z group entering the workforce. Handshake is currently in the process of piloting features that bring virtual recruiting benefits — like easy registration and tracking — to on-campus job fairs.
"Virtual has allowed employers to reach more students faster and have multiple touchpoints with them, even if it's just casual, back and forth conversation," she says. "They've started to develop a relationship, and the student gets a better sense of the culture of the company and the employees there — little things like that make a big difference, and are an important part of recruiting this generation."
Read more:
Though today's upcoming graduates are more used to communicating through technology than any group prior, they still benefit from guidance as they prepare for the interview process, says Cruzvergara. Advice from their institutions on how to dress — as well as proper written, video and in-person etiquette in a professional setting — can help build confidence for any interaction students may have with a potential employer.
When it comes to connecting with Gen Z talent, Cruzvergara shares what employers can offer to bring in the best. Handshake's survey highlights this as well, reporting that 74% of this year's graduates say they prioritize stability and salary from their employers.
"They've been through so much change in their college career, so it's no surprise that this generation wants some level of stability," she says. "If you have different ways to advance within your organization, advertise that."
Read more:
Making an impact is another priority for Gen Z. Employers can articulate that employees are not just cogs, Cruzvergara says, and should let them know just what type of impact their presence at the company will have. She also emphasizes the need for transparency, a well-planned
"Make the implicit explicit," she says. "If there are certain rules or norms in your organization that you want [new hires] to follow, tell them. This is particularly important in a hybrid or virtual setting. Make sure you spend time facilitating relationships so they know who to reach out to. This generation craves a real connection, they want community, they want real conversation — and they're looking for companies who also embrace these values."
