Generation Z drops out of the recruitment process

Almost one-in-five of Generation Z applicants are dropping out of the recruitment process, even after being offered a job

According to a new report developed by Oleeo, the leading provider of e-Recruitment software, in collaboration with MyKindaFuture, 18 per cent of Generation Z applicants are dropping out of the recruitment process.

Born in 1996 or later, Generation Z are predicted to outnumber the Millennial generation globally by as early as 2019. Whilst Millennials currently make up 40% of the UK workforce, Generation Z are now leaving education to begin their careers and will quickly take over the Millennial workforce population.

Lack of correct engagement has been highlighted as the driving force behind why so many are leaving the process.

Statements from the Oleeo article, include those of:

Charles Hipps, CEO and Founder, of Oleeo said: “Gen Z demand a different kind of relationship with organisations. In a digital and relationship-centric era they expect to build a personal connection with potential employers in order to decide where to apply, and which offers to accept. With this generation used to using up to six screens at any one time, these relationships need to be developed across multiple platforms. Added to this, Gen Z expect information to be hyper relevant to them. For employers recruiting large numbers of young people, that’s an incredible mix of demands to meet, which is why technology is so important”.

William Akerman, Founder & Managing Director of social enterprise MyKindaFuture, which helps connect employers and young people, agrees: “Technology has the ability to streamline the recruitment process for recruiters, whilst increasing engagement for applicants.  It’s a win, win.”

MyKindaFuture has worked with the likes of Skanska, Rolls Royce and Civil Service Fast Stream and Early Talent.  “We’re seeing technologies like video interviews, e-tray exercises, and digi-mentoring being used to engage with young people, improve the applicant’s experience and reduce drop-out rates,” continued Akerman.

Vanessa Soames, Graduate Recruitment Director at Police Now, a company featured in the report, commented: “In an on-demand society, poor processes and communication in the recruitment process can’t be hidden from candidates. If a candidate has an unpleasant experience, it is likely this will be shared online and the experience of one person is brand-damaging for organisations.”

Charles Hipps concludes: “Organisations trying to recruit Generation Z talent have a lot to think about. They have to be adept at reaching out to young people in schools, in universities, while they’re completing apprenticeships or even taking a gap year. They cannot rely on the same old routes and approaches. At the same time, they must give candidates a great recruitment experience from the outset, and at every step of the way, until the young person is onboard and working.  That means engaging with large numbers of very different young people, but every time in a meaningful way.  With HR teams already under considerable resource pressure, technology is inevitably going to be a vital enabler in early years recruiting.”

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