Getting their values wrong can result in a lack of sustainable talent pipelines — and lead to highlighting perks that don’t attract. Here are five Gen Z recruiting trends that align with the age brackets’ expectations, along with practical strategies for employers across industries.
Trend 1: Skills-Based Hiring Replaces the Degree Default
Traditional recruitment looked at formal degrees and other academic achievements. Today, employers are shifting to prioritize demonstrable skills that showcase candidates’ abilities and potential. This hiring method resonates with Gen Z as it is more inclusive and personalized, leveling the playing field and making the job offer one based on true ability.
Trend 2: Career Pathways Beat Vague Promises
Rather than clocking in and out without knowing what lies ahead, Gen Z is all about trajectory. This generation wants to see the options and know what’s needed to reach the next milestone. To meet this core value, employers should build career pathways, with a clear career ladder, into their employee classifications.
Microcredentials and stackable pathways are also gaining traction for overcoming Gen Z hiring problems. Partnering with a training provider like MedCerts Partner Solutions lays the groundwork for long-term success — for your organization and your employees’ career goals.
With MedCerts’ short-term healthcare and IT programs, you can show that you value Gen Z’s skills and have considered ways for them to upskill.
Trend 3: Flexibility & Benefits Are Dealbreakers
Comprising just 4% and 17% of jobs in 2024, remote and hybrid roles don’t factor highly in the post-COVID hiring era. Still, these roles remain popular with Gen Z as flexible options.
Person-focused careers — like healthcare — benefit more from on-site roles. Gen Z job candidates instead look for alternative perks such as medical coverage, paid time off and retirement savings, which rank among their most valued benefits. Employers who lack strong benefits plans risk losing out to competitors catering to these values.
Trend 4: Employer Branding Is a Recruiting Superpower
To Gen Z job seekers, company reputation and authenticity carry a lot of weight. Highlighting your company’s core branding and values helps foster a stronger community and cuts down on employee turnover.
Authentic conversations and cross-generational understanding, especially about DEI initiatives, culture and mentorship, can be invaluable in attracting and retaining Gen Z talent. Never underestimate the power of employee stories and behind-the-scenes conversations.
Trend 5: Strategic Partnerships Build Predictable Pipelines
Today’s candidates are best able to succeed when they have the skills employers need. To ensure everyone wins, you can create strategic partnerships with training providers and job board companies to keep talent pipelines continuous and up to date.
MedCerts works with employers to train tomorrow’s workforce, with programs like train-and-hire and upskilling designed to meet that demand. When candidates graduate with industry-recognized certifications, they’re ready to go from day one.
Build Your Talent Pipeline With MedCerts
Gen Z holds distinct career goals and employer preferences that shape their decisions. Tailoring your recruitment strategies and creating skills-based career pathways goes a long way toward building a strong talent pipeline and enthusiastic company supporters – and MedCerts can help you build that strategy.
