{"id":7972,"date":"2023-08-04T07:47:46","date_gmt":"2023-08-04T07:47:46","guid":{"rendered":"https:\/\/mysourcefunding.com\/leadership\/16-ways-comms-teams-can-help-their-companies-attract-gen-z-job-seekers\/"},"modified":"2023-08-04T07:47:46","modified_gmt":"2023-08-04T07:47:46","slug":"16-ways-comms-teams-can-help-their-companies-attract-gen-z-job-seekers","status":"publish","type":"post","link":"https:\/\/mysourcefunding.com\/?p=7972","title":{"rendered":"16 Ways Comms Teams Can Help Their Companies Attract Gen-Z Job Seekers"},"content":{"rendered":"
\n

As always, businesses today are trying to determine the best ways to attract the newest generation of workers hitting the job market\u2014and in 2023, that\u2019s Generation-Z. The expectations and values the members of Gen-Z hold regarding their careers are different from those of previous generations, and how companies communicate internally and externally can have a big impact on how these young professionals view them as potential employers.<\/p>\n

Here, 16 members of Forbes Communications Council share the strategies their companies use to ensure their communications and campaigns will appeal to Gen-Z candidates and attract up-and-coming top talent. Check out their insights below to learn how to better connect with Gen-Z job seekers and create the kind of work environment they are seeking.<\/p>\n

1. Lead With Purpose<\/h2>\n

We are very focused on leading with purpose. It is a gift to work for a company with an inspiring purpose that you can be proud of, and extensive research documents that this gives companies a competitive advantage when hiring younger workers. Count me in that group, too\u2014young or old, who doesn\u2019t want to feel as if they are contributing to something greater than themselves every day? – Lauren Pasquale Bartlett, Ingenovis Health<\/p>\n

2. Follow These Five Tips<\/h2>\n

Here are five tips to help you communicate with Gen-Z to get them genuinely engaged: First, have a purpose\u2014explain why you\u2019re talking and why it matters. Second, be authentic\u2014honest values give life meaning. Third, talk with emotion\u2014even rational topics can touch the heart. Fourth, engage in two-way communication\u2014talk, listen and pay attention. And finally, communicate visually\u2014combine images and text for better engagement. – Carla Ferber, Stefanini Group<\/p>\n

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3. Address Gen-Z\u2019s Different Values In Your Content<\/h2>\n

There\u2019s no one rule for communicating with one generation versus the next, other than every target audience and generation is unique. It\u2019s a balancing act that involves maintaining the company\u2019s product and brand awareness and understanding the areas that directly appeal to the target audience. Gen-Z\u2019s priorities\u2014such as caring about sustainability and community\u2014are different, so organic content and sponsored content need to address those differences. – Dayle Hall, SnapLogic<\/p>\n

4. Leverage Authentic, Action-Based Communication<\/h2>\n

In a competitive market, setting your company apart from the rest is key, and authentic, action-based communication is the gateway to making this happen. Be authentic and clear about who your company is and what you do. Place your company on the sites where you know this generation acts. This will allow for a more genuine connection with younger job seekers. – Jonathan Kaufman, Sage Dental<\/p>\n

5. Curate Native Content For The Platforms Gen-Z Prefers<\/h2>\n

Micro-segmentation is crucial here. In the same way that Americans vary widely in their views about religion, politics and economics, Gen-Z also represents countless demographic and psychographic audiences united only by age. With this in mind, we curate content native to platforms where our Gen-Z audience is active and curate a corporate culture that attracts the type of Gen-Z workers we want. – Colin Jeffries, BrightView Health<\/p>\n

Forbes Communications Council is an invitation-only community for executives in successful public relations, media strategy, creative and advertising agencies. Do I qualify?<\/em><\/p>\n

6. Avoid Exclusive, Age-Related Language And Biases<\/h2>\n

Our style guide includes specific guidelines to avoid exclusive, age-related language and age-based biases. In general, I believe keeping our style guide\u2014and by extension, all our communications\u2014up to date regarding inclusivity and sensitivity is essential in hiring and beyond. – Yael Klass, Similarweb Ltd.<\/p>\n

7. Communicate Transparently And Foster An Inclusive Environment<\/h2>\n

We prioritize transparent communications by fostering an inclusive environment. Gen-Z candidates recognize that working with us allows them to contribute to a solution while also embracing diversity and making a positive impact. Individuals in this cohort like to have their voices heard, so we look to create user-generated content that helps drive a sense of community and empowerment. – Kristin Russel, symplr<\/p>\n

8. Infuse Your Purpose Into Everything You Do<\/h2>\n

Gen-Z candidates prioritize working for purpose-driven organizations, so I think it\u2019s essential to infuse your organization\u2019s purpose, or why it exists in the world, into everything you do. It\u2019s much more engaging and inspiring to speak to candidates about how they can help people make more confident healthcare choices than it is to talk exclusively about the tactical aspects of the job. – Lindsey Viscomi, Healthgrades<\/p>\n

9. Lean Into Video Content<\/h2>\n

We have found that video content is easier for consumers to relate to, especially younger generations. Posting a video of a potential manager being interviewed is much more engaging than listing a static job description, and this change applies to a variety of content. – Layla Kasha, Grocery Outlet<\/p>\n

10. Be Bold In Supporting Social Causes<\/h2>\n

Gen-Z cares deeply about purpose-driven work and appreciates companies that are bold in supporting social causes. We walk the talk in supporting diversity, equity and inclusion; pride and allyship; and sustainability efforts to save our planet. We have a number of employee programs to foster a supportive and inclusive environment for everyone, and we clearly communicate our commitment on social and external channels. – Monica Kumar, Hitachi Vantara<\/p>\n

11. Prioritize Authentic Communication<\/h2>\n

We prioritize authentic communication that resonates with Gen-Z job seekers, avoiding corporate jargon and conveying a relatable brand voice. The focus should be on genuine connections and relatability. – Jawaher Al-Khuzaei, GWC<\/p>\n

12. Communicate Core Values<\/h2>\n

Focusing on ways to creatively capture authenticity and purpose in communications\u2014whether internal or external\u2014is key. Brands should communicate their core values, social and environmental initiatives, and commitment to making a positive impact. Highlighting your community-focused impact can attract Gen-Z candidates who seek meaningful work and want to align with brands that share their values. – Stephanie Lewis, Drop Hat Productions<\/p>\n

13. Stay On Top Of Gen-Z Trends<\/h2>\n

We stay on top of Gen-Z trends by being on the same social platforms they are on and consuming the media that they are consuming. This provides us with great insights on not only the language they use, but also trends and what matters to them. – Roshni Wijayasinha, Prosh Marketing<\/p>\n

14. Share Employee Stories And Non-Sales Content<\/h2>\n

The content your company shares serves multiple roles, including positioning your company in a certain way, supporting sales efforts and showcasing the company\u2019s personality for potential recruits. To attract Gen-Z candidates, have a clear and approachable brand voice, feature employee stories and share non-sales content (about your volunteer efforts or social events, for example). – Tom Treanor, Snipp Interactive<\/p>\n

15. Highlight And Promote Your Internal Diversity<\/h2>\n

We highlight and share stories of people across all age groups and with a variety of skill sets across our organization, and we find that this makes us not only more approachable, but also easier for people of all ages to relate to. From Gen-Z to Baby Boomers, if people see that we care about promoting everyone, they\u2019re more likely to feel included in our organization, which is our main goal! – Victoria Zelefsky, The Menkiti Group<\/p>\n

16. Employ Radical Honesty<\/h2>\n

Previous generations paid lip service to \u201cpurpose\u201d and \u201cfulfillment,\u201d and organizations were happy to oblige. In the case of Gen-Z, they\u2019ve been raised with a strongly realistic view of the world, which means they apply a lot of scrutiny to a company and will not tolerate any lies, however minor. Don\u2019t lean too heavily into aspiration\u2014be sure to demonstrate your true values in a real way! – Patrick Ward, Formula.Monks<\/p>\n<\/div>\n

Read the full article here<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

As always, businesses today are trying to determine the best ways to attract the newest generation of workers hitting the job market\u2014and in 2023, that\u2019s Generation-Z. The expectations and values the members of Gen-Z hold regarding their careers are different from those of previous generations, and how companies communicate internally and externally can have a […]<\/p>\n","protected":false},"author":1,"featured_media":7973,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"content-type":"","footnotes":""},"categories":[76],"tags":[],"class_list":{"0":"post-7972","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-leadership"},"yoast_head":"\n16 Ways Comms Teams Can Help Their Companies Attract Gen-Z Job Seekers | Brandiary<\/title>\n<meta name=\"description\" content=\"As always, businesses today are trying to determine the best ways to attract the newest generation of workers hitting the job market\u2014and in 2023, that\u2019s\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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