NEXT GENERATION RECRUITING: PROVEN STRATEGIES TO CONNECT AND ENGAGE GENERATION Z
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The document discusses effective recruitment strategies for Generation Z, highlighting their unique expectations and preferences in the workplace. It emphasizes the importance of using technology, visual communication, and a strong employer brand to attract and retain Gen Z talent. Key factors for this generation include opportunities for personal growth, effective leadership, and seamless candidate experiences.
![8/24/15 = 1 billion users in 1 day
100,000x smaller & 7,000,000,000x more powerful
than a computer in the early 1970s
Today = 2 billion monthly users
1st month
1st 90 days
Only 8% of U.S. college students don’t have
[started streaming in 2007]
= 130 million downloads
= $600 million in revenue
access to Netflix
Avg tenure in 1965 =
S&P 500 / by 2026 =33 years 14 years
half of today’s firms will be replaced in 10 years
TEC
H
N
O
LO
G
Y
MILLENNIALS
IN
TER
N
ET
EXPONENTIAL
TIMES
GEN Z
EXAMPLES
Not anomalies,
but the preview.
TD Ameritrade & Etrade = 15 million since 1971
Blockchain Inc = since 201124 million](https://image.slidesharecdn.com/nextgenrecruitinghcm-recruitingbyryanjenkinscopy-190523163427/85/NEXT-GENERATION-RECRUITING-PROVEN-STRATEGIES-TO-CONNECT-AND-ENGAGE-GENERATION-Z-10-320.jpg)
NEXT GENERATION RECRUITING: PROVEN STRATEGIES TO CONNECT AND ENGAGE GENERATION Z
- 1. R E C R U I T I N G by Ryan Jenkins www.ryan-jenkins.com/WORKFORCE rj@ryan-jenkins.com PROVEN STRATEGIES TO CONNECT & ENGAGE GENERATION Z NEXT GENERATION
- 3. AGENDA rj@ryan-jenkins.com — www.ryan-jenkins.com/WORKFORCE G E N E R A T I O N Z 3 S T R A T E G I E S Q & A w h o a r e t h e y to r e c r u i t G e n Z a n d w r a p - u p
- 4. GENERATION NAME 2019 AGE RANGE U.S. PEAK POPULATION GENERATION Z < 21 60+ MILLION MILLENNIALS 22 - 38 76 MILLION GENERATION X 39 - 54 51 MILLION BABY BOOMERS 55 - 73 75 MILLION BUILDERS 74 - 91 56 MILLION* G.I. GENERATION 92 + 60 MILLION* THE GENERATIONS
- 5. Global average human lifespan GENERATIONAL TENSIONS R I S I N G BOOMERS GEN X MILLENNIALS GEN Z GEN ALPHA GEN ?BUILDERS 311900 2019 72 41 year increase 2019 20XX
- 6. Boomers 20% Gen X 33%Millennials 44% 2019 THE WORKFORCE G E N E R A T I O N S I N 2025 Millennials & Gen Z 75% Other Generations 25%
- 7. GENERATION Z W H O & W H Y of Generation Z wish their current hobby could become their full- time job. 75% of Generation Z rely on tech to help achieve personal & professional goals. 77% of Generation Z say it’s easier or more convenient to chat digitally. 50% say people whom they work with would enable their best work. 65% 1ST GLOBAL GENERATION DIGITALLY DEPENDENT CONTINUOUS LEARNERS over
- 8. 1ST GLOBAL GENERATION G E N Z of adults worldwide ages 35+ agree that “kids today have more in common with their global peers than they do with adults in their own country.” 58%
- 9. TEC H N O LO G Y MILLENNIALS IN TER N ET EXPONENTIAL TIMES Emerging generations are a critical mass of change agents. Think of an invention of the past. EXERCISE: (can go back as far as fire) WHY IS TODAY SO DIFFERENT? T H E R E ’ S A B I G G E R S T O R Y GEN Z
- 10. 8/24/15 = 1 billion users in 1 day 100,000x smaller & 7,000,000,000x more powerful than a computer in the early 1970s Today = 2 billion monthly users 1st month 1st 90 days Only 8% of U.S. college students don’t have [started streaming in 2007] = 130 million downloads = $600 million in revenue access to Netflix Avg tenure in 1965 = S&P 500 / by 2026 =33 years 14 years half of today’s firms will be replaced in 10 years TEC H N O LO G Y MILLENNIALS IN TER N ET EXPONENTIAL TIMES GEN Z EXAMPLES Not anomalies, but the preview. TD Ameritrade & Etrade = 15 million since 1971 Blockchain Inc = since 201124 million
- 11. TEC H N O LO G Y MILLENNIALS IN TER N ET EXPONENTIAL TIMES GEN Z ELEVATED EXPECTATIONS E F F O R T L E S S & S E A M L E S S
- 12. AGENDA G E N E R A T I O N Z 3 S T R A T E G I E S Q & A w h o a r e t h e y to r e c r u i t G e n Z a n d w r a p - u p
- 13. NEXT GEN WANT AT WORK 3 T H I N G S T H E Top talent view effective leaders as a must. BETTER BOSS BRIGHTER FUTURE BIGGER VISION Top talent have a proclivity to be future oriented. Top talent want to connect work with impact. Doesn't every generation want these 3 things in a job? Yes. For previous generations, these are “nice-to-haves.” For emerging generations, these are conditions of employment.
- 14. BOOMERS GENERATION X MILLENNIALS GENERATION Z Formal & Direct Informal & Flexible Authentic & Fast Transparent & Highly Visual Face-to-Face, Phone & Email Email, Text & Facebook Text, Instagram, Skype & Slack Snapchat, Bitmoji, FaceTime, YouTube, WhatsApp & Twitch Need Background Info & Details Keep Professional Efficient & Mobile First Mobile Only & Voice SUMMARYVIEWATTITUDECOMMUNICATION V A R Y I N G P R E F E R E N C E S
- 15. COMMUNICATION IS EVOLVING F O R T H E F I R S T T I M E I N 2 0 1 5
- 16. COMMUNICATION S T R A T E G Y # 1 ATTRACT THE NEXT GEN USING VISUALS & VIDEO Help Gen Z visualize themselves at your organization.
- 17. Top things the next generation want to know about an org? 1. Culture and Values 2. Perks and Benefits 3. Employee Perspectives Top obstacle the next generation has for joining an org? “Not knowing what the organization is like.” COMMUNICATION U S E V I S U A L S A N D V I D E O E X A M P L E S Top platform the next generation uses to learn about an employer?
- 18. BOOMERS GENERATION X MILLENNIALS GENERATION Z Some Tech High Tech All Tech What Tech? Enhancer Balancer Amplifier Extension of Oneself Want to Master It Want to Enjoy It Need to Employ It Have to Manage It SUMMARYVIEWATTITIUDE TECHNOLOGY V A R Y I N G P R E F E R E N C E S
- 19. …because if not, your Gen Z employee will use LinkedIn to find a new job by lunch. Mobile technology and ubiquitous connectivity have empowered the next generation. TECHNOLOGY S H A P I N G T H E N E X T G E N E R A T I O N Why wait until lunch!? Access leads us away from average. If there are better employers, superior services, or improved products out there, they will be found.
- 20. TECHNOLOGY E L E V A T I N G G E N Z E X P E C T A T I O N S More than 60% of Generation Z say job applications should take less than 15 minutes (many saying less than 5 minutes total). For Gen Z, the job application is a way to start the conversation. Employers should adjust accordingly.
- 21. TECHNOLOGY S T R A T E G Y # 2 ENHANCE THE CANDIDATE EXPERIENCE Canvas, the world’s first text-based interviewing platform, shifts recruiter’s conversations to the preferred channel of Gen Z candidates, texting. Identify any friction points throughout the entire candidate lifecycle. How can technology create a more effortless and seamless experience?
- 22. BOOMERS GENERATION X MILLENNIALS GENERATION Z One-to-One One-to-Many Many-to-One Individualized & Communal On-the-Job & Classroom E-learning Micro & On- Demand Mobile, Just-in- Time, V.R. & A.R. Refine Niche Expertise Formal & Top- Down Approach Way to Get Ahead Constant & Continuous SUMMARYVIEWATTITUDE LEARNING & DEVELOPMENT V A R Y I N G P R E F E R E N C E S
- 23. 71% of the emerging generations expect their first employer to provide formal training. of the emerging generations who are likely to leave an organization in two years are dissatisfied with how their leadership skills are being developed. LEARNING & DEVELOPMENT I M P A C T S E N T I R E E M P L O Y E E L I F E C Y C L E of the emerging generations said an emphasis on personal growth is the most important quality of a company’s culture.80% 84%
- 24. Top work aspects Gen Z looks for in a potential employer 1. International Experience 2. Pathways to Promotion 3. Professional Development 4. Travel for Work 5. Gaining Skills to Enhance Career LEARNING & DEVELOPMENT A M U S T F O R G E N E R A T I O N Z
- 25. LEARNING & DEVELOPMENT S T R A T E G Y # 3 CREATE A CULTURE OF LEARNING Micro-learning On-demand Important elements of next generation training… Design Blended Gen Z learns differently. Employers must deliver improved training in order to attract and retain next-gen talent.
- 26. 70% of Gen Z look to company reviews before they make career decisions & 69% are likely to apply to a job if the employer actively manages its employer brand. 77% of Gen Z said that a company's level of diversity affects their decision to work there. 75% of Gen Z would be interested in a situation in which they could have multiple roles within one place of employment. ACTIVELY MANAGE THE EMPLOYER BRAND PRIORITIZE DIVERSITY AND INCLUSION PROVIDE CROSS- ORGANIZATION EXPOSURE 67% of Gen Z is comfortable with having their manager check in with them but only for five minutes or less. CREATE A CULTURE OF COACHING RECRUITING GENERATION Z B O N U S S T R A T E G I E S
- 27. AGENDA G E N E R A T I O N Z 3 S T R A T E G I E S Q & A w h o a r e t h e y to r e c r u i t G e n Z a n d w r a p - u p
- 28. ADDITIONAL RESOURCESCONTACTBOOKSLIDES rj@ryan-jenkins.com ryan-jenkins.com/linkedin ryan-jenkins.com/manual ryan-jenkins.com/WORKFORCE 21MILL courses.21mill.com free sign-up & test drive the learning platform
- 29. A “This is always how we’ve done it” mindset is… a slippery slope to irrelevance. Prioritize WHY over the WAY CLOSING THOUGHT
- 31. -Human Life Span 2019: https://en.wikipedia.org/wiki/Human https://en.wikipedia.org/wiki/Life_expectancy The logos used in this presentation are the property of the respective third parties. DISCLAIMER REFERENCES and -Pew Research Center, 2018: Defining Generations: http://www.pewresearch.org/fact-tank/2018/03/01/defining-generations-where-millennials-end-and-post-millennials-begin/ -Deloitte, 2018 Millennial and Gen Z Survey: https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html -Inc, 2018: Companies Who Do These 8 Things Will Attract Gen Z https://www.inc.com/ryan-jenkins/companies-who-do-these-8-things-will-attract-generation-z.html -Inc, 2017: Complete Guide to Who Is Generation Z: https://www.inc.com/ryan-jenkins/complete-guide-to-who-is-generation-z.html -Inc, 2017: Generation Z vs Millennials https://www.inc.com/ryan-jenkins/generation-z-vs-millennials-the-8-differences-you-.html -Inc, 2017: The Complete Story of the Millennial Generation: https://www.inc.com/ryan-jenkins/the-complete-story-of-the-millennial-generation.html -Inc, 2018: How to Be an Employer of Choice for Generation Z: https://www.inc.com/ryan-jenkins/how-to-be-an-employer-of-choice-for-generation-z.html -Wikipedia, 2018: Demography of the United States: https://en.wikipedia.org/wiki/Demography_of_the_United_States -Census Reporter, 2017: United States: https://censusreporter.org/profiles/01000us-united-states/ -Deloitte, 2017 Millennial Survey: https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-deloitte-millennial-survey-2017-executive-summary.pdf -EY, 2018: International Intern Survey: https://www.prnewswire.com/news-releases/failure-drives-innovation-according-to-ey-survey-on-gen-z-300714436.html -Inc, 2018: Companies Who Do These 8 Things Will Attract Generation Z: https://www.inc.com/ryan-jenkins/companies-who-do-these-8-things-will-attract-generation-z.html -NSHSS 2018 Career Interest Survey: https://www.nshss.org/media/30882/nshss-2018-careersurveyv6b.pdf -Inc, 2018: 6 Reasons to Be an Inclusive Leader: https://www.inc.com/ryan-jenkins/6-reasons-to-be-an-inclusive-leader.html -Bloomberg, 2018: Gen Z to Outnumber Millennials: https://www.bloomberg.com/news/articles/2018-08-20/gen-z-to-outnumber-millennials-within-a-year-demographic-trends -Gen Z @ Work: How the Next Generation Is Transforming the Workplace, by David Stillman and Jonah Stillman. 2017. HarperBusiness. -Inc, 2018: How to Be An Inclusive Leader in 6 Steps: https://www.inc.com/ryan-jenkins/how-to-be-an-inclusive-leader-in-6-steps.html -Harvard Business Publishing, 2018: State of Leadership Dev Report: http://www.harvardbusiness.org/sites/default/files/PDF/20853_CL_Infographic_Millennials_June2018.pdf -National Society of High School Scholars (NSHSS), 2018: https://www.nshss.org/media/30882/nshss-2018-careersurveyv6b.pdf -Rainmaker, 2018: The Voice of Generation Z: http://rainmakerthinking.com/the-voice-of-generation-z---media-page -Gallup, How Millennials Want to Live and Work: https://news.gallup.com/reports/189830/e.aspx -The Center for Generational Kinetics, 2018: The State of Gen Z: https://genhq.com/generation-z-research-2018/