Why Gen Z isn’t clicking on your job ad

As a recruiter, you have less than 10 seconds to catch and hold the attention of Generation Z, the next wave of people entering the workplace. Not only do they have shorter attention spans than the Millennials that came before them, but it’s expected that they’ll shake things up even more than Millennials ever did. 

Who are Gen Z, exactly? 

Generation Z was born between 1995 and 2014. Besides the shorter attention spans, they also prefer communicating through technology than face-to-face. They believe that tech is key to productivity and problem-solving, and are masterful researchers and networkers. And, at a time when business is moving at the speed of light, these are valuable traits to have.

While Gen Z’s attention is worth having, it’s not easy to get. As a generation inundated with an endless stream of content, a long, complex job description isn’t going to do you any favours. So think beyond the traditional job ad: keep it succinct and make sure it packs a punch.

Here are three things to remember when writing job descriptions targeted at Generation Z: 

  1. Speak their language

A Gen Z candidate wants to know how he or she will fit into the day-to-day culture of a company and within a particular role. Does your job description discuss the culture, initiatives, salary, and opportunities for growth?

Rather than rambling on about the company in general, ask someone who’s in the advertised role for input on the write-up, and answer the questions a Gen Z candidate will inevitably have. Remember, this is likely their first job, so avoid industry jargon, if you can. 

  1. Don’t underestimate the power of visuals

More can be communicated through a picture than reams of text – just look at Instagram. Rather than boring candidates with a long description on a job site, and talking about your company’s values and every responsibility included in the role, brainstorm ways to reach them where they already are – like Twitter and Snapchat.

Before posting anything, ask a young team member to read through the ad. They can tell you if it will resonate with your target audience or if it misses the mark. 

  1. Be clear, concise, and transparent

Don’t oversell the position because Gen Z will catch you out. Before an application reaches your inbox, it’s safe to assume that the candidate has done his or her research, and they’ll expect you to deliver on what you sold them. Be clear about the experience required, what the role entails, how success is defined, and how performance is measured.

Generation Z has a wealth of skills to offer, and while we might not fully understand them yet, there’s no denying that they have the potential to make a massive impact on how work gets done.

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