How Staffing Can Compete For Gen Z Workers

By Tim Robbins, Monster’s GM and VP of Staffing & Recruiting

Many signs point to Gen Z job seekers having the upper hand in the entry-level job market. More than half (57%) of employers say job seekers are in the driver’s seat, according to Monster’s latest Gen Z Survey. And about three-quarters of college graduates feel the Great Resignation has had no impact on their job prospects or has had a favorable effect on their chances of finding a job.

Interestingly, not all job seekers feel they have the advantage: 58% of candidates think employers have the upper hand.

No matter where the power lies, as the VP of staffing and recruiting at Monster, I have to keep my eye on the best way for staffing companies to attract Gen Z right now, when talent is scarce and there are more than 11 million openings in the job market.

Here’s what staffing companies should know:

Candidates are bailing on employers

About three-quarters (74%) of employers say they’ve been ghosted by a candidate during the job process. Companies largely think this is happening because candidates have already accepted another position (61%) or because they were no longer interested (58%).

But not all ghosting is happening because of candidate drift. Thirty-four percent of college grads say they’ve ghosted a company during the interview process because the recruiter was rude or misled them about the position, and 29% say the recruiter took too long to get back to them. Another 26% say the process felt impersonal.

Gen Z is a generation that places a high value on authenticity and timing. They want companies to be honest about the particulars of the job, and they want quick responses during the job application process. Staffing companies with a tech stack that allows them to respond to candidates promptly and keep them in the system over time — whether that’s via periodic text messaging or another strategy — will be more successful in capturing and keeping those emerging candidates.

Employers are showing Gen Z the money

Seventy-two percent of employers say they’ve increased salary for entry-level jobs in the last 12 months in order to attract candidates. And it’s a good strategy, with 52% of college graduates and 45% of non-college graduates looking for a salary range in job postings before they’ll apply.

But compensation isn’t the only benefit companies can use to attract this in-demand talent pool. Both college and non-college applicants place a high priority on career advancement expectations for the position, opportunities for remote or hybrid work, and career or leadership development programs. Companies that can show Gen Z candidates their future career path will more successfully bring great candidates to the table.

Gen Z is using social media for job search

While job boards (24%) and career networking platforms (15%) are still the top tools in the Gen Z job hunt, this generation is also using social media platforms like TikTok and YouTube to look for jobs. That means employers must have a brand presence across multiple platforms in order to get their jobs in front of Gen Z eyes.

Historically, staffing firms haven’t invested heavily in their employment brand, but this market is requiring them to get more creative. Whether the staffing firm is the employer or they’re pulling Gen Z candidates to work for their customers, they’ve got to create a good job seeker experience and a good onboarding process. Make it simple, make it one click, easy for candidates to apply.

Make Sure Your Organization Is Attracting Gen Z

Staffing companies right now are searching for the holy grail – the right candidate, the right timing, a quick recruit process. A good tech stack, authentic branding and targeted training can go a long way. Monster’s Gen Z Hiring Guide has the data to help companies jump-start the process.