Topics In Demand
Notification
New

No notification found.

5 hiring strategies every Gen-Z job seeker must know about
5 hiring strategies every Gen-Z job seeker must know about

May 28, 2021

120

0

Millennials and Gen-Z, are two segments currently in the hustle for employment. Young professionals and students are all prepping towards the recruitment drives with a certain zeal. There are a plethora of spheres where Gen-Z or Millennials can dive into. 

Some hard-hitting facts about Gen-Z job seekers:

  • Gen-Z has outnumbered Millennials in 2019, going up to 32% of the world population
  • Gen-Z will cause an increase in the flow of more than 60 million job seekers on the market in the coming year.
  • 62% of the Gen-Z population will upgrade their skills to improve their job title
  • 59% of the Gen-Z population will upgrade their skills to boost their salary
  • 76% of Gen-Z professionals recognize the importance of skills to define themselves in the workplace.

Gen-Z is currently the generation that is on the verge of starting a career in the respective segments or spheres. But major checkpoints to cross are the recruitment drives and the hiring process. It is for a given, to crack open an opportunity it takes a wide sense of merit and energy. Also, even after getting the apparent opening, one has to go through numerous processes of selection. 

Here, are the 5 hiring strategies every Gen-Z job seekers should know:

  • Social Media will be used as a tool to observe and analyse a candidate’s digital space ability. Almost everything is now digitized and many sectors depend upon the digital space quite spontaneously. So a candidate’s presence on the digital platform will give the recruiter a basic idea of how the candidate operates in the particular space. A candidate’s social status is a lot more important right now for companies/organizations. At times the whole recruitment is done via social media platforms. LinkedIn is the best example of active social media recruitment drives.
  • The resume speaks volumes about a candidate because it is the first impression of a recruiter. Always update and increase the weightage of the resume. A candidate should engage himself/herself in all those advanced certification courses and build themselves to face the fierce competition. Though curriculum vitae and resume is a traditional strategy of recruiting it is still really effective and efficient. So spread the resume in the market as much as possible to get noticed by the recruiters.
  • Candidates with diverse work knowledge and flamboyant personality traits are more often recruited. The number of applications is higher than the number of opportunities. So the flamboyancy and the flexibility need to be distinctive. Also engaging in numerous workshops, internships, and training programs could help in gaining knowledge as well as improve the chances of getting recruited because of the familiarity of the body of work. Ambitions, expectations, and passion all three aspects are measured well during a personal interview or a group discussion. Delivering under pressure is another criterion that should be ticked upon during the process. Though every detail to be measured is depending upon the subject matter of the process.
  • Communication and analytical skills should be mastered upon. The ability to handle crises with perfect analysis is what every recruiter seeks. Candidates must believe in teamwork and have clear communication with the rest of the organization. Excellence in communication is well appreciated and might act as a morale boost before the process too.
  • Modern perks will be for the offering. There are high chances that a candidate could be lured in with modern perks. Considering the current scenario, Gen-Z is always attracted to remote work. Recruiters are making sure to provide you as much flexibility in the work hours, plus the modern perks (leave grants, paid insurance, paid sick leaves, tuition reimbursements, employee discounts, and many more privileges). So a candidate should be able to get some clarity from the recruiter about the work and job profile before getting lured in by suche perks and bonus.

That the contents of third-party articles/blogs published here on the website, and the interpretation of all information in the article/blogs such as data, maps, numbers, opinions etc. displayed in the article/blogs and views or the opinions expressed within the content are solely of the author's; and do not reflect the opinions and beliefs of NASSCOM or its affiliates in any manner. NASSCOM does not take any liability w.r.t. content in any manner and will not be liable in any manner whatsoever for any kind of liability arising out of any act, error or omission. The contents of third-party article/blogs published, are provided solely as convenience; and the presence of these articles/blogs should not, under any circumstances, be considered as an endorsement of the contents by NASSCOM in any manner; and if you chose to access these articles/blogs , you do so at your own risk.


Dr. Vikram Kumar

© Copyright nasscom. All Rights Reserved.