The Role of Generation Z & Millenials in Technology Recruitment

Firms within the technology sector are generally inclined to be more forward thinking. Being an early adopter is crucial for any company worth its salt when it comes to asking their clients to trust them. But that attitude also needs to extend to the workplace, particularly in recruitment and training, if the business is to appeal to younger candidates.

It’s possible that anyone who doesn’t fall into the millennial age bracket (i.e. anyone not born between 1980 and 1994) is rolling their eyes at the mention of the media’s most maligned demographic. But the fact is, those between 25 and 39 are demanding more from the working experience. The same goes for Generation Z who are now snapping at the millennials’ heels as they prepare to leave education and enter the world of work. So what does technology recruitment need to do in order to attract the brightest of this tech-literate workforce?

Millennials and Gen Z expect more

Millennials and Generation Z expect their working lives to be made easier by technology. Automation and Artificial Intelligence aren’t feared like they are by older workers. Instead of being seen as ‘the robots taking over’ they’re viewed as ways to make mundane tasks easier and work more productive. But it’d be unrealistic to think that just because we’re living in the age of AI every company is equipped with, or even willing to embrace, the latest innovations.  

And that’s where the disconnect lies with candidates dropping out of the recruitment process or rejecting job offers as uninspiring experiences and the reality of what the company can offer in terms of technology becomes clear. If this all sounds like the so-called millennial sense of entitlement, bear in mind that recent research found only one in 20 people in the UK are employed in the role they’d envisaged themselves doing. Compare that to 60% plus of millennials being expected to achieve their dream job within six years from now.

How can technology recruitment evolve?

To attract these ambitious and demanding candidates, employers must learn how to engage with them. As discussed the tech industry is more inclined to embrace new trends and is at the forefront of using unorthodox ways to attract younger, more forward thinking recruits. Massages, climbing walls, and bring your dog to work days are fun but businesses need to be wary of employing novelty tactics, instead recognising that traditional benefits such as health insurance, career development, flexible hours and remote working are still prized by the younger generation.

These workers also demand a different relationship with potential employers, and being able to forge a personal connection with a company during the recruitment process will go a long way to convincing top talent to accept an offer. This generation is hyper switched on so this relationship needs to be established across a number of platforms to offer the excellent candidate experience they expect. That means communications must be responsive, and websites, and online job adverts and recruitment apps should be streamlined, attractive and fast. After all, to attract tech savvy employees, one needs to lead by example.

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