Hiring Gen Z graduates can feel like a thrilling rollercoaster—full of potential but often unpredictable. As a hiring manager, you may have noticed fresh graduates rejecting job offers at surprising rates. In fact, 64% hold out for better opportunities (Bright Network, 2017/18). If candidates keep ghosting you after the first offer, it is time to focus on finding those who are more likely to stick around. Here are three essential tips:
1. Look for dreamers with a plan
The best candidates can articulate their career goals and explain how your company fits into their long-term plans. These individuals are less likely to leave for the next shiny opportunity.
Red flags:
- Struggling to define their aspirations.
- Unrealistic ambitions, like becoming CEO within a year.
- Vague mentions of “exploring the market.”
Green lights:
- Clear, realistic career goals and alignment with your company’s vision.
- Confidently answering questions like “Why this company? Why this role?”
2. Evaluate engagement levels
A candidate’s enthusiasm during interviews is a strong indicator of genuine interest in your company and role.
Red flags:
- Focusing solely on salary and vacation days.
- Appearing disinterested or distracted during the conversation.
Green lights:
- Asking thoughtful questions about the role, the company’s growth, and mission.
- Demonstrating eagerness to collaborate and contribute to team dynamics.
3. Assess relevant experience
Even without years of experience, fresh graduates should showcase skills or projects that are applicable to the role.
Red flags:
- Failing to connect past experiences to the job.
- Lacking internships or projects that demonstrate a desire for growth.
Green lights:
- Highlighting lessons from past projects and how they apply to your company.
- Sharing specific accomplishments, such as meeting deadlines or solving problems.
Tips for attracting and retaining Gen Z talent
To boost your chances of securing and retaining talented graduates, keep these strategies in mind:
Showcase company values
Gen Z is not just looking for a paycheck; they want a workplace that aligns with their values and aspirations. Use interviews to highlight what makes your company stand out while respecting their ambitions.
Give candidates time to decide
Avoid pressuring them for quick decisions. Gen Z candidates may feel overwhelmed at the start of their careers. Allowing time to consider their options shows you value their thought process.
Offer flexibility
According to the 2024 Deloitte survey (Deloitte, 2024), flexibility is a top priority for younger generations. Highlight benefits like remote work and flexible hours to attract candidates who want a workplace that supports their lifestyle and career growth.
By understanding the unique preferences of Gen Z candidates, you will be better equipped to identify those who are truly invested in their careers and willing to commit to your organisation. Focus on values, flexibility, and meaningful interactions, and you will create a hiring experience that resonates with the next generation. Good luck with your hiring journey!
Sources:
[1] bright network – ;what do the brightest graduates want?; 2017/18
[2] deolitte – 2024 gen z and millennial survey
