Changing The Hiring Process to Recruit and Retain Gen Z

February 9, 2022

Increasing opportunities by expanding the pool of potential hires and changing the hiring process in order to recruit and retain Gen Z is a must for all organizations. For years, corporations have had strict recruiting rules and have unintentionally passed over tremendous people. People with potential and positive characteristics, for ...

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Increasing opportunities by expanding the pool of potential hires and changing the hiring process in order to recruit and retain Gen Z is a must for all organizations.

For years, corporations have had strict recruiting rules and have unintentionally passed over tremendous people. People with potential and positive characteristics, for example, have been denied job possibilities solely because they lack a college diploma.

Companies like Boston-based Ovia Health are now changing the hiring process to focus on selecting candidates based on their soft and hard abilities rather than their academic credentials. They’re also following the competency-based or project-based hiring trend. Hiring managers should not inquire about college or fraternities and sororities, according to Lexi Kantor, Ovia’s head of human resources. Instead, Kantor wants the corporation to place a greater emphasis on their life experiences in order to diversify their workforce and improve employee retention.

IBM is likewise pursuing this technique to broaden the hiring pool to include people from various backgrounds. Many of IBM’s college degree requirements have been replaced by apprenticeship programs. Apprenticeship programs give people the chance to learn new skills, apply them to real-world projects, obtain certifications, and get paid all at the same time. Furthermore, apprenticeship programs like IBM’s provide chances to people who may not be able to pay or want to avoid the student debt that so many college graduates are currently facing. These programs also provide possibilities to persons from all walks of life.

Employers must change the hiring process to accept and adapt to what employees want if they want to stop the current resignation trend and improve employee retention. More employees desire to be able to work from home. Many people have realized that they want a better work-life balance as a result of the pandemic. According to Thomson Reuters research, fewer than one out of every ten lawyers wants to return to conventional in-office hours five days a week. Half of the associates seeking new jobs want more flexible possibilities.

Aside from flexibility, Generation Z employees and other employees seek a work environment that reflects their values and goals. Gen Z values teamwork, diversity, and inclusion above all else, and they want a diversified work environment that contributes to society. Employers must demonstrate their commitment to making the world a better place. Companies must give chances for Gen Z to engage in their communities and encourage diversity and inclusion since we know they care about societal impact and social justice.

Organizations have the power to reverse the existing quitting and reshuffling employment patterns. However, it will involve paying attention to what job prospects want and broadening the employment pool to represent modern society’s different talents and traits.

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Hiring process to recruit and retain Gen Z

Gen Z Employee Retention

A pandemic paired with the social upheaval caused millions of Americans to reconsider their goals in life and careers. Many people realized they were dissatisfied with their jobs, according to the United States Bureau of Labor Statistics. According to the Bureau of Labor Statistics, 4.4 was a new high in September 2021. million people will leave their jobs in 2021, bringing the total number of people quitting their jobs to over 34.4 million. This pattern suggests that many employees are dissatisfied with their workplace.

Gen Z Is The Next Generation Of Workers

Organizations are changing the hiring process and employee retention methods as a result of these recent findings. Employers must be aware that as more Baby Boomers retire and more Group Z graduates from high school and enter the workforce, the later generation has distinct expectations and wants from their jobs. Gen Z is the next generation of workers. Generation Z (those born between 1996 and 2015) now account for 24% of the global workforce, and this number is expected to continue to climb. Mentorship, flexibility, diversity, equity, and inclusion are just a few of the qualities that the most diverse group of people ever to enter the workforce is looking for in a job. As a result, employers must abandon outmoded, traditional recruiting approaches in favor of current hiring practices in order to attract and maintain the most educated, racially, culturally, and gender-diverse workforce in history.

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