Generation Z in TECH

Generation Z in TECH

The Gen. Z has arrived. Today, more and more GenZers are making their way into companies to fill positions of strategic importance. Because of this, HR teams need to rethink how they hire, motivate and retain Gen Z candidates. HRTechnologist has summarized key messages from "Vivek Ravisankar" of HackerRank, an American tech company for IT recruiting, in the following points:

Gone are the days of the staid IT employee who is satisfied with a base pay and benefits package. The modern tech employee is highly selective, well-informed, and eager for a challenging role that maximizes their potential. For this reason, it is critical for you to know what the candidate actually wants from the position in the interview process when hiring technical talent.

Vivek Ravisankar, co-founder and CEO of HackerRank, shares insights on how to effectively recruit and retain tech talent - with a special focus on Gen Z employees, the fastest-moving and most dynamic workforce segment in the industry.

Why retargeting Gen Z should be part of your strategy.

The current fiscal year is a pivotal year for Gen. Z. It's the first time they've entered the workforce in large numbers, and in many ways, recruiting managers have yet to figure out exactly what works for them.

There are, of course, a few clues to what makes this target group tick. Remember that all GenZers are digital natives, and their relationship with technology is highly developed 24/7.

Ravisankar elaborates on this thought, "They are the first group to grow up under the influence of social media and smartphones from a young age. They also learn to code much earlier in life than their older counterparts. Nearly one in three Gen Z women learned to program before they were 16, compared to 18% of women in previous generations, says HackerRank's 2019 study titled "Women in Tech"

"In addition, certain things that have always been used to attract top talent - competitive compensation, for example - are not nearly as important to them," he adds.

Now that we've established the importance of technology to the life of a Gen Z employee, let's look at Glassdoor's 2019 report for more insights into tech talent recruiting trends.

According to the report, "work environment," "flexible hours" and "good pay" are the most frequently cited statements when this segment reports positively about a role.

Other phrases on this list also include "free food" or "company discounts."

It's clear that Generation Z is very aware of their unique and specific position in today's world - beyond the monotony of a 9-to-5 job, the average GenZer wants a welcoming culture with a focus on individual growth and fulfillment.

In addition, Ravisankar also comments on whether the gender gap so often commented on is less (or more) present in hiring Gen Z tech talent?

Why Gen. Z is ready to break through the glass ceiling?

In an encouraging statement, Ravisankar says Gen Z is breaking down outdated notions of gender bias and prejudice.

"Tech recruiting still has a gender gap, but we've found that Gen Z is positioned well enough to close that gap. Gen Z women code at a younger age than generations before them and are proficient in nearly all the languages employers want most."

On the organizational side, it's important to do everything possible to eliminate any conscious or unconscious gender bias Ravisankar expresses.

By going beyond the resume and looking at new, cutting-edge technologies to fairly assess candidates, you can actually level the playing field. In addition, "blind ATS systems" can help remove name age and gender from the hiring process by focusing solely on skills, talents, personality traits and motivation.

Ways to use tech to attract the best of Gen. Z

So how do you attract this well-educated and very sophisticated intelligent young demographic? Clearly, old methods and legacy strategies no longer work.

Here are three ideas that might work for you when hiring tech talent:

Use cutting-edge recruiting technologies

Because Generation Z is tech savvy, Ravisankar recommends adopting a "multichannel strategy" to attract them. "Since they are digital natives, email and phone calls are not enough for GenZers," he adds.

He further mentions, "You can experiment with new talent tools that leverage technologies like chatbots and texting platforms. Also consider getting creative with your recruiting campaigns and use multimedia channels like YouTube or Instagram to spread the word about open positions."

Rethink your interview process

The days of cold and unfriendly waiting rooms and stressful interviews are over. Gen. Z believes in working with a range of collaborative tools like Hangouts or Slack, and HR teams need to reinvent themselves accordingly.

By offering new ways to connect, dialogue and collaborate, you can show these candidates that you're keeping up with the new "digital-first" global workforce.

Use the rise of the gig economy to your advantage

The modern worker is not tied to one location or the confines of one workplace. Employees from Gen. Z are very aware of flexibility - the ability to work across locations, work from home when needed, and stay connected on multiple platforms.

In addition, the Gen. Z applicants that the tech world is now global and that Austria is not the only option.

"Keep in mind that not all candidates are interested in working in Austria. GenZers are starting to consider cities around the world. Therefore, it is important for employers to consider options such as remote work and flexible working hours in their recruiting process," Ravisankar says.

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