Hiring Millennials vs. GenZ: What You Need to Know
If you are looking to diversify your workforce by adding younger employees to your staff, you need to know the differences between hiring millennials vs. GenZ. Believe it or not, there are some key differences between the two generations. Knowing them can help you leverage yourself as an employer and gain the attention of the applicants you desire.
What They Are Looking For in a Job
One of the major differences between millennial and GenZ job applicants is what they are looking for in a job and an employer. Their career focuses are different. GenZ candidates are mostly interested in arts, design, and media, while millennials’ top career choices are in education, computer and math fields, business and finance, and training and library occupations.
While their occupational focuses are vastly different, both generations place emphasis on salary and work-life balance when it comes to choosing a job. They are also interested in the “Big 3” benefits: retirement, paid time off, and insurance. On top of these three benefits, they also student loan repayment and maternity/paternity leave.
How to Source Millennials vs. GenZ
The way you recruit millennials vs. GenZ applicants may differ slightly as well. Both generations prefer employee referrals as a resource for finding a new job. So, if your company does not have a referral program in place, it’s a good idea to start one.
If you want more millennial candidates to apply for a job, job boards are a good place to start. Look for job boards that list your information nationwide so that you get a wider candidate pool. You can also post jobs on niche boards and chat rooms online. Millennials favor this method of finding work next to employee referrals.
GenZ, on the other hand, prefers hiring events to job boards. They often look to their college career centers and campus career events for job opportunities. For this reason, it is a good idea to get involved on campus at the colleges in your area and actively participate in career fairs and other hiring events. This will be a good source of GenZ candidates for your organization.
Key Employer Brand Characteristics
Every job listing you post gives you a chance to showcase your employer brand. If you want to target a specific generation, you need to be knowledgeable about their wants and needs. For GenZ applicants, highlight specific job duties and the impact they will have on the company as a whole. Millennials are more focused on career growth opportunities, so be sure to include information about professional development in the workplace as well.
The two generations differ on how they discover information about your brand as well. GenZ candidates, for instance, find most of their information through the employer’s website. Be sure to talk about the company’s mission statement and use video content to showcase what your business is all about.
Millennials are more likely to seek out information about your employer brand from current or previous employees. They may also search employer reviews online. So, it is a good idea to get a feel for where you stand in that sense as well.
The Bradley Group can also help you discover new talent to add to your team. Contact us to see how we can assist you in your hiring efforts.