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Advice for Employers and Recruiters

5 tips from Talent.com for employers who want to improve their candidate experience

Shelby Konkel AvatarShelby Konkel
July 22, 2022


College Recruiter recently asked experts for tips for employers who wish to improve their candidate experience. The candidate experience contains all of the touch points between a candidate and an employer during the hiring stage, from the job search to the onboarding process.

Here are 5 tips from Lucas Martinez, Co-CEO of Talent.com:

As the job market is flooded with new graduates starting a job search this month, a new report from the National Association of Colleges and Employers states companies plan to hire 26.6% more graduates from the Class of 2022 than they did from the Class of 2021. But Gen Z approaches work and their prospective workplace with a different view, where flexibility and work-life balance are at the top of their list of expectations.

This leaves many recruiters and hiring managers wondering how to adapt to the preferences of this new generation and attract, and most importantly – retain, these new candidates for entry level positions. These are my top tips for employers seeking to create a positive candidate experience:

Improve the candidate experience of your organization

Salary Transparency is Key: 

Offering a competitive salary will attract and retain talent, but Gen Z responds best to transparency. This means the employer communicates the salary from first contact in the job posting. Also, seeking a higher salary is one of the top reasons employees quit and the current inflation rate is exacerbating job hopping.

Work-life Balance is a Priority: 

Gen Zers expect flexibility in their work hours and job location and don’t want their professional lives to interfere with their personal lives. Recruiters and hiring managers can emphasize in job postings and interviews that they offer accommodating hours and a hybrid/remote work model. This will potentially increase worker productivity and job satisfaction, while reducing turnover rate and recruitment expenses.

Company Culture Should Reflect Gen Z Values: 

Highlight the organization’s values in the job posting and interviews, as well as in all company communications on a consistent basis. This includes illuminating social responsibility, sustainability, equity, diversity and inclusivity.

Implement a Strong and Modern Employee Value Proposition (EVP): 

Ensure what your organization is promoting in its EVP results in tangible actions. Companies that fail to meet promised commitments may contribute to employee disloyalty, as Gen Z is more inclined to leave an organization that doesn’t deliver.

Highlight Mental Health Perks:

Gen Z is more open about their mental health and wellbeing compared to older generations. They look for companies that not only value their work contributions, but will also provide support on many levels. Showcasing unique perks and benefits surrounding mental health will capture the attention of prospective Gen Z employees and demonstrate your organization takes care of its employees, while increasing retention rates.

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