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Generation Z

Person holding a cellphone that displays the TikTok icon with text below reading "Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too) 1016 528 Sprockets

With nearly 100 million active users in the U.S. alone, TikTok is the latest social media phenomenon. But the fastest-growing social media platform in history is used for so much more than trendy challenges, complex dance moves, and cute pet videos. Top brands like Chipotle and Target have taken to TikTok to recruit potential hires during the labor crisis. Read on to discover what has caused this shift in strategy and why TikTok may be the future of recruitment.

Top brands are also using Sprockets to predict applicant success! Our AI-powered solution reveals which potential hires will perform like your best team members, ultimately boosting employee retention by an average of 43%.

 

Audience Is Key

There are currently 65 million Gen Zers in the U.S., and they will account for 30% of the workforce by 2030. It’s crucial to think the way they do in order to create an effective, lasting recruitment strategy. Some people might say that Gen Z is obsessed with TikTok — they make up over 60% of the platform’s user base. This tech-savvy generation spends around six hours a day on social media, with TikTok being one of their favorite platforms. Targeting Gen Z job seekers on TikTok can widen your applicant pool, empowering you to spend less time searching for your ideal hire. TikTok also targets Gen Alpha — those born after 2010. This generation is still too young to work, but they will be applying for hourly positions in a few years. It’s never too early to prepare! 

Hiring With TikTok Resumes

For the most part, Gen Zers grew up in a digital world surrounded by answers at their fingertips. They don’t want to waste countless hours updating their resumes only to be turned down or, worse, left hanging altogether. The current hiring process is ineffective as it lacks an understanding of an applicant’s passion and personality. TikTok recently launched a pilot program targeting Generation Z, where job seekers were asked to submit a video instead of a resume. As of September 2021, #tiktokresumes has over 343 million views. 

Check out this example of a TikTok resume created by University of Washington student, @makena.yee.

The Difference Between TikTok and Other Social Media Platforms

The purpose of other social media platforms used to recruit applicants is mainly informative, while TikTok’s purpose is entertainment. What makes the video-sharing platform so unique lies in its ability to bridge the gap between applicant and recruiter through shared experiences. It’s “a way to engage with [job seekers] in a way they already like to connect.” The short, 15-second videos allow applicants to highlight their passion and energy in an exciting way. 

TikTok Recruiting Tips

If you decide to hop on the bandwagon and create a profile, you might wonder where to start. Here are a few tips to seamlessly reach your audience:

  • Follow Trends
    • TikTok trends ebb and flow, so it’s important to stay up to date. Take the time to scroll through your “For You” page to see what is trending. 
  • Use Hashtags
    • Similar to other social media platforms, including hashtags in the caption or comment of your video will help target your intended audience — job seekers. It’s important to have a mix of broad and industry-specific hashtags. For example, #jobsearch has over 165 million views and #workingatmcdonalds has 3.1 million views, but they might both be valuable additions to your post.
  • Interact With Others
    • Be sure to like, comment, and share when you see a video that catches your eye — your applicant will appreciate it. Making TikTok videos takes time and creativity. Plus, establishing a connection before an interview is always a bonus. 
  • Duet/Stitch
    • Create a video and enable duet and/or stitch options. For those who are not familiar with these TikTok terms, dueting a video allows users to post a video alongside your original TikTok, and stitching lets users take a part of your original video and add it to their own. 

Replicate Your Top Performers

Similar to TikTok, Sprockets’ solution bridges the gap between talent and opportunity by finding the common thread between your best employees and incoming applicants. Plus, our platform is trusted by top brands like McDonald’s, Taco Bell, and Visiting Angels. On average, our customers see a 43% increase in employee retention, and you could achieve similar success!

A student at a career fair with text reading, "5 Best Practices for Recruiting College Students"

5 Best Practices for Recruiting College Students

5 Best Practices for Recruiting College Students 1016 528 Sprockets

If you’re struggling with staffing challenges, the solution might be closer than you think: local colleges. They are often overflowing with potential hires who are eager to find seasonal work or accept a full-time position shortly after graduation. However, recruiting college students might be more complicated than you think. It’s important to follow these best practices to ensure you find the best employees for your business.

Of course, you can always just use Sprockets to quickly stabilize staffing levels. Our AI-powered platform augments sourcing and reveals the best applicants without any stress, guesswork, or wasted interview time.

The Ultimate Guide to Recruiting College Students

1. Know Your Audience

Recruiting 101: You need to think like your target audience to advertise opportunities effectively. While people of all ages could be college students, the majority of them are members of Generation Z. So, what do Gen Zers want in a job? 

First of all, you can take the word “job” out of your vocabulary. They are searching for careers with growth potential. While 76% of surveyed Gen Zers said they’re willing to start at entry-level positions, 64% also said the opportunity for growth is one of their top priorities when selecting a workplace. Make sure you offer them chances to climb the ladder and promote this in your job description, along with the pay rate, benefits, and workplace culture. These are among the top details job seekers want to see.

2. Engage With Local Schools

Don’t simply post on Indeed or other popular job boards and wait patiently for people to apply. Take the initiative of engaging with nearby colleges and universities! This can take many forms, including attending career fairs and speaking with students, posting information on bulletin boards, and networking with school staff who might know potential hires. 

3. Use Social Media

Many college students are tech-savvy and spend time on various social media platforms. They’re not just chatting with friends and sharing pictures, though. These websites may also be where they read the news and network with peers or industry professionals. Use this to your advantage by creating profiles for your business and maintaining a consistent social media presence. 

We also recommend running paid ads on these websites to attract potential applicants. It can actually be more cost-effective than paying for job boards (unless you’re using Sprockets to avoid these fees!)

4. Prioritize “Fit”

Don’t be overly concerned about industry experience, especially with college students. Applicants with no experience can turn out to be the best hires! It’s much more important to focus on an applicant’s personality traits and “soft skills” to ensure they’ll mesh well with the team and thrive in the work environment.

5. Use Sprockets to Reveal the Ideal Applicants

A staff meetingDon’t worry if you’re too busy to create a college recruitment strategy and read through a pile of resumes. Sprockets can handle the heavy lifting of the hiring process! Our sophisticated solution lets you post jobs for free to several websites and reveals which applicants are most likely to succeed. It’s like replicating the talent of your current top-performing employees!

Schedule your free demo today to live a life with less turnover, ultimately saving you thousands of dollars each year.

A Gen Z worker on his phone with text reading "5 Tips for Managing Generation Z Employees in the Workplace"

5 Tips for Managing Generation Z Employees in the Workplace

5 Tips for Managing Generation Z Employees in the Workplace 1016 528 Sprockets

Generation Z is making its way into the business world with tremendous strides, but are you managing members of this group to the best of your ability? Every generation is unique, so owners and operators must adapt their management styles to bring out the best in these new employees. Defined as any individual born after 1997, Gen Zers can be vastly different from Millennials. They’ve had separate sets of life experiences that molded them into the people they are today, which could also affect how they view companies and behave at work.

So, the question remains: What are the best tips for managing Generation Z employees in the workplace? Find out below to start increasing productivity and improving retention!

Managing Gen Z Employees in the Workplace

1. Hire the Ideal Gen Z Workers for Your Business

The oldest Gen Zers are in their late teens and early twenties, which means many of them are searching for entry-level positions that typically involve hourly pay. That’s great news for industries such as fast-food service, home health care, and retail, which rely on hiring young, energetic individuals. 

However, it’s still crucial to be selective about who you hire. Onboarding employees quickly to save time can end up wasting more resources when workers don’t meet expectations. That’s why you should utilize tools such as Sprockets’ AI-powered platform with a sophisticated applicant matching system. It reveals which applicants are likely to succeed and stay long-term, ultimately improving retention and making it easier to manage Gen Z employees. It even includes free job postings to help augment sourcing efforts!

2. Maintain a Positive Company Culture

As with most generations, Gen Z is looking to work for businesses that cultivate positive company cultures. They’d like to enjoy the work they do and feel valued, which ultimately leads to higher productivity, better team morale, and more employee engagement with Gen Z workers. Take time to get to know your employees, request feedback on your management style, encourage diversity, and recognize hard work. (You can find even more ideas for creating Generation Z’s preferred work environment in our blog on 10 Tips for Creating a Positive Company Culture!)

3. Allow for Work-Life Balance

Similar to company culture, Gen Z employees also seek positions at businesses that allow them to maintain a work-life balance. As much as someone might love their job, it’s important to provide breaks, PTO, and flexible schedules so they can lead healthy lives outside of work hours. Otherwise, you risk burnout, reduced productivity, and even costly employee turnover.

4. Ease Health Concerns in the Workplace

As we mentioned earlier, every generation has unique life experiences that can influence their outlook and behavior. In this case, the COVID-19 pandemic is likely one of the most impactful events for Generation Z. In a Pew Research Center study conducted in March 2020, half of Gen Zers from age 18 to 23 stated that they, or a member of their household, had been financially affected by the pandemic. Another report by Deloitte explains that worries about health and finances are growing concerns among Gen Z. Make sure you implement processes that ease concerns around job stability and health — both physical and mental health.

5. Embrace Technology

Technology also plays a major role in the lives of Gen Zers, with smartphones and social media platforms at the forefront of their daily routines. It’s critical for managers to embrace this movement and use digital tools that improve the workplace environment. Check out our blog on How to Use HR Tech to Elevate Your Company Culture for some ideas.

Attract and Retain the Best Gen Zers With Sprockets

The Sprockets platformIt makes a significant difference in managing and motivating Gen Z employees at work when you hire the best applicants from the start. That’s why we created Sprockets, an AI-powered platform that finds the ideal applicants based on a unique success profile for your business. It’s convenient, precise, and proven to work, helping users improve employee retention by an average of 43%. 

See what our happy customers say about it, including owners and operators from top brands like McDonald’s, then schedule a demo to enjoy the same success!

People on their phones and text reading "Hiring Gen Z: How to Attract the Next Generation of Workers"

Hiring Gen Z: How to Attract the Next Generation of Workers

Hiring Gen Z: How to Attract the Next Generation of Workers 1016 528 Sprockets

Gen Z makes up 32% of the world’s population, and it’s expected that about 60 million job seekers will burst onto the job market in the next ten years. Having grown up in a world saturated with technology and internet culture as well as a time of steep economic ebbs and flows, hiring Gen Z requires understanding the unique needs and drives of this generation.

It’s time to think about your strategy for recruiting Gen Z if you haven’t already, as their idea of an ideal work environment is a bit different than that of the past. Let’s take a look at what you need to know about attracting and maintaining Gen Z employees.

Who Is Generation Z?

There isn’t total agreement on when exactly the range for belonging to Gen Z begins and ends, but a commonly proposed concept is that Generation Z is comprised of people who were born between 1995 and 2012.

Gen Z is the first generation that is considered to be “digital native.” Millennials were “digital pioneers,” growing up at the same time that social media and technology were radically changing our lives and work. Gen Z, on the other hand, was primarily born into a world where social media was the norm and information was always immediately accessible.

While all generations are made up of unique individuals, there are definitely some generational trends that emerge when looking at this group of people who range between 10 and 26 years old in 2021. Here are some of the characteristics that have been identified as relating to Gen Z:

  • Financially focused
  • Entrepreneurial
  • Technology-focused
  • Social both online and offline
  • Competitive
  • Open-minded in certain respects
  • Enjoy working independently
  • Desire to be heard

Because of the quickly changing world we live in, the gaps between generations are quite large. This means that Generation Z recruiting looks different when dealing with younger generations versus generations of the past, such as the Baby Boomers.

Recruiting Generation Z: What Gen Z Wants From Work

If you’re wondering how to attract Generation Z employees, you’re going to need to learn what it is they are looking for from a job and a career. As we analyzed Gen-Z recruiting trends, we realized this was a group that grew up surrounded by technology and information while also riding a pretty extreme economic rollercoaster. Based on our research, these were the top items Gen-Z candidates sought after:

(Are you wondering what character traits to look for in applicants? Check out this article.)

Flexibility

Gen Z expects that a job offers flexible work options. This means the opportunity to work remotely or have a choice where they work, as well as an understanding that there is some schedule flexibility.

Teamwork and Company Culture

If you’re wondering how to recruit Gen Z, you’ll want to focus on building a sense of being part of a team and energetic company culture. With more and more people working remotely, it’s more important than ever that workers feel like they are a part of something working toward larger goals.

Millennials have proven to be very interested in finding a company culture that suits them when on the job hunt. Gen Z recruiting trends point to a similar emphasis on desiring a good fit when it comes to the company culture.

Work-Life Balance

What does Generation Z want in a job? Well, honestly, they want a job that isn’t going to take over their lives.

Work-life balance is important to Gen Z in their career track and job. This generation wants to work for companies that don’t cause a big deal if they need to have a doctor’s appointment or have an emergency at home they need to deal with. Gen Z wants to work for a company and with people who understand that we are all human and have real lives.

In addition, people are pushing back on the intrusion of work into their “off” time. Increasingly, it is attractive to young job seekers that there is an emphasis on being “clocked in” and “clocked out,” rather than an expectation that you’re responding to an email from your boss at 10 p.m. on a Friday.

Growth

Another aspect of how to attract Generation Z employees has to do with providing opportunities for growth. This generation is more concerned about where a job could get them than the actual job title itself. Having lived in a time of great uncertainty, Gen Z wants to know what their potential for career advancement is.

Social Awareness

Gen Z has proven itself to be very concerned with whether or not the corporation is committed to social responsibility. This has to do with both social and environmental issues.

Mentorships

Mixing members of different generations within the same team is another strategy for attracting and maintaining Gen Z employees. This allows the younger generations to learn from older generations and help them form their career and life goals.

Job Rotation

Members of Gen Z are particularly interested in having the chance to rotate through several jobs while they are in their first few years with a company. This gives them the opportunity to figure out which particular role they are most interested in pursuing in the long run.

Hiring Gen Z: How to Recruit Gen Z for Your Company

Someone on a laptop screening high quality candidatesThe workplace is an ever-changing environment, and companies are already focusing their recruiting practices based on the preferences, needs, and desires of Generation Z. When you hire someone, you want to know that everyone will benefit from the arrangement and allow both the employee and your company to reach its full potential. By understanding what Gen Z is looking for in a career, you can attract and keep the best of the best.

If you’re ready to get serious about hiring Gen Z at your company, our AI-powered platform might be just the thing you need. It finds the common thread between your top employees and incoming applicants, ultimately enabling you to make better hiring decisions and improve employee retention. Sprockets even offers free job posting, tax-credit screening, virtual recruiters, and more. Schedule a free demo today!