Organizations today are seeking to evolve their talent strategies in order to meet the needs of the younger, growing workforce. In fact, by 2020, 18-35 year-olds will make up 50 percent of the workforce. To attract the best young talent, university recruitment is stepping further into the spotlight; not just for open roles but for companies seeking to proactively stock their talent pipelines with candidates who are driven, willing to develop/grow and be innovative in their thinking.
The foundation of university recruitment is, first, understanding the short- and long-term goals of Gen Z, meeting them where they are most available, and communicating what you have to offer in a way that sets your organization apart from the white noise.
For example, did you know that Gen Z prefers to:
- Take ownerships of their projects
- Expects on-demand feedback and weekly check-ins
- Prefers work/life integration rather than work/life balance
In terms of what Gen Z want from a job, career growth is the top of their wishlist followed by the abilty to work their way up the career ladder (this generation understand they need to start at the bottom) and they also expect technological sophistication.
And this generation are self-educators. Some 85 percent of Gen Z watch a least one educational video per week in a bid to further their learning.
In the following infographic, find answers to these questions as well as additional, definitive research around effectively building and honing your university recruitment strategy.