Millennials and Generation Z may be primarily known as digital natives, but they also represent the first wave of the population exposed to unprecedented social media contact. They send an average of 67 texts per day and typically have around 250 Facebook friends. They are used to frequent personal interactions, and, unsurprisingly, they expect the same amount of contact throughout the job hunt.
When recruiting — and ultimately hiring — these digital and social natives, you must maintain momentum and keep their interest high through a community-based approach to communication. Think social media messages, emails, and even old-fashioned phone calls.
And don’t fear that you are filling them in too frequently — 95 percent of younger workers want communication throughout the job search, even if you have rejected them. In fact, even after this generation are hired, they often want more feedback than they ask for or are given. A good talent communication platform will integrate with your applicant tracking system so you can keep tabs on how many touch points you’ve had with your candidates and gauge what types of messages were most effective.
Beyond staying in touch, digital natives are accustomed to a call to action. Compelling CTAs will allow you to convert your potential job candidates into applicants. If you’ve identified an interested candidate that hasn’t made their way from your online career site to USAJobs, more action-oriented messaging will help to guide them all the way through the application process.
Just as you should do with your job descriptions, leave all your federal jargon and acronyms behind. Continuing to create messaging in startup-style, go-get-em language will create an authenticity around your brand, a key marketing point toward millennials. A casual tone that lets a candidate envision how they will make impactful change at your agency will help reconnect them with the good first impression you’ve made.
Millennials and Gen Z do their research. Nearly 60 percent look at a company’s website when applying for a job. You can help them do their research by creating mobile-friendly online career site, as well as, being active on social media. By engaging with this audience on the platforms which they are accustomed, they stay tapped into your hiring cycle and you can bridge the gap between interest and interview.