Each month, we will tackle one of those burning questions that keeps you awake at night or causes heartburn during the day. Our team of experts will help you stay in the know. We'll cover topics like recruiting trends, legislation, workplace issues and more. You'll get information and answers to help you hire and retain top performers.
This month’s question is “How can we navigate the challenges of communicating with GenZ candidates?” This is an excellent question! We’re so glad you asked. Many hiring managers struggle when it comes to communicating with GenZ. A recent survey found 39% of hiring managers feel GenZ lacks communication skills. Hiring managers are likely from generations with different norms and expectations for appropriate communication during the hiring process. This creates issues for both sides. Let’s dive into some of those challenges.
Attention Span
GenZ typically has a shorter attention span. More than other generations, they consume information via short videos like TikTok and Reels, scrollable apps, and a constant barrage of digital content. To address this, keep all communications as short and to the point as possible. Avoid lengthy explanations and invite candidates to interact with recruiters to keep them focused and engaged. Consider using video and infographics wherever possible.
Digital Background
GenZ had the unfortunate experience of a pandemic affecting their education and entry into the workforce. Because of this, they didn’t have an opportunity to learn the nuances of in person communication. Things like making eye contact and reading non-verbal cues are areas where they may need some help. Also, writing and presentations skills may be lacking. These are areas where formal and informal learning opportunities work well. Your GenZ team member values knowing the skills they need to master to move through their chosen career path.
Transparency
GenZ places a high value on authenticity and transparency. Be transparent when communicating about goals, challenges, and expectations. This is for both the recruiting process and should they become a member of your team. Avoid jargon and use straightforward language.
Manage Expectations
Hiring managers may expect all candidates to know how to navigate the hiring process. However, with GenZ, this is most likely not the case. GenZ candidates may need guidance on how to interview. Most of us have had candidates take video calls in their car or in public places like coffee shops. When you schedule interviews, ask for availability and tell your candidates to keep in mind that they will not only have to be available and with access to a camera, but they will need a quiet space with a plain background. You might also suggest they wear business professional or at least business casual clothes. Your hiring managers may expect GenZ candidates to know these things. However, keep in mind that this generation has not had the same experiences as other generations and might be getting poor advice from digital channels.
Communication Skills
This is a tough one because professional communication skills are often essential. This is especially true in public facing roles. When making that first contact, let them know how you’ll be communicating with them for the remainder of the process. Or you can ask their preference for future communication so both parties stay on the same page. This clarifies the expected communication style and format. While you can be a bit more flexible at the initial stages, as your GenZ candidates move through your recruiting process, help them understand what tone and style is appropriate for the job.
Do your hiring managers avoid hiring GenZ? Do they find communicating with this generation a challenge? Let us know how your organization is doing in the comments.
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