New Yello Report Reveals How Gen Z Differs From Other Generations in the Job Search

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Yello’s annual survey aims to help employers attract and hire the first graduating class of Gen Z

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The research confirms that growing up with technology has shaped the way Gen Z approaches the job search. While they do have plenty of commonalities with previous generations, there are distinct differences recruiters should keep top of mind while attracting and engaging these candidates.

Yello, a leading talent acquisition software provider, today debuted the findings from its fourth annual Yello Recruiting Study at STRIVE 2019, the company’s talent acquisition conference.

According to the Pew Research Center, the oldest members of Generation Z are turning 22-years-old this year and many will be entering the workforce as they prepare to graduate college. To educate employers on how to best attract the first graduating class of Gen Z this spring, Yello’s report examines the career preparation, job-search and decision-making behaviors of this generation while comparing them with those of millennials and Generation X. Yello gathered survey responses from Gen Z students, student millennials, employed millennials, employed Gen X members as well as HR industry professionals.

“Our clients have been asking us how they can best tailor their hiring approach and use of our technology to deliver a best-in-class experience for this new generation of candidates,” said Scott Brandt, EVP of Marketing at Yello. “The research confirms that growing up with technology has shaped the way Gen Z approaches the job search. While they do have plenty of commonalities with previous generations, there are distinct differences recruiters should keep top of mind while attracting and engaging these candidates.”

Top themes and findings from The 2019 Yello Recruiting Study include:

  • Gen Z is confident in the current job market and their job prospects post-graduation. Likely thanks to today’s tight labor market, about two-thirds of Gen Z students are confident they’ll receive a job offer – and 35% expect to receive more than one offer. Similarly, members of Gen Z are clearly setting themselves up to succeed in the candidate-driven environment by starting the job search early. A quarter of Gen Z students start the job search freshman/sophomore year and half start junior/senior year.
  • Gen Z still values face-to-face communication when vetting job opportunities. Defying the stereotype that these digital natives are tech-first, Yello’s research shows Gen Z values highly personal and oftentimes face-to-face interaction. Fifty-one percent of Gen Z respondents said they prefer to communicate in-person, while a quarter said they prefer to communicate digitally.
  • Unlike millennials, Gen Z says working with recruiters that are “trusted advisors” is crucial. Recruiters should know that their approach can have a significant impact on Gen Z’s decision to accept a job – 44% of this group said the recruiter they spoke with has the biggest impact on their decision to accept a job while only 29% of millennials agreed. Recruiters should also be sure to treat Gen Z fairly during the hiring process as three-quarters of this group cite being treated unfairly as the top cause of a negative experience while only half of millennials said the same.
  • Employers shouldn’t forget about HR tech to create a seamless, quick experience for Gen Z and other generations. Though Gen Z places emphasis on in-person communication, they still expect their employers to use technology – especially when it comes to making the application mobile-friendly. Forty-six percent of Gen Z candidates have applied for a full-time job or internship on a mobile device compared to 38% of employed millennials and 26% of Gen X. Further, 26% of Gen Z candidates say that a lack of technology throughout the hiring process would prevent them from accepting a job with the company. This is notable considering only 15% of employed millennials and 13% of Gen X candidates cited this sentiment.

“While our report centers around examining Gen Z as the new wave of talent, Yello is also uniquely positioned to advise employers on meeting the hiring needs of all generations,” said Brandt. “To be successful in attracting and hiring the best candidates, recruiters and hiring managers alike should adapt to the changing needs of today’s workforce.”

To access Yello’s 2019 Recruiting Study, please visit https://yello.co/blog/introducing-the-first-graduating-class-of-generation-z/.

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About Yello’s 2019 Recruiting Study:
Yello partnered with SurveyMonkey Audience, SurveyMonkey’s global market research panel, to survey full-time employees and students in a variety of generations in February 2019. The report surveyed 150 Gen Z students, 150 student millennials, 150 employed millennials, 150 Gen X employees and 100 HR professionals. All age ranges for generations were determined by Pew Research’s definitions.

About Yello:
Yello’s talent acquisition platform allows the world’s leading brands to deliver personalized candidate experiences to every job seeker, resulting in quality hires and faster fills. The centralized platform is easy to use, enabling recruiters to collaborate with one another to attract and engage top talent. Key hiring statistics provide meaningful insights that lead to more accurate, data-driven decisions while staying on budget. For more information about Yello, visit http://www.yello.co.

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Tracy LeMieux
Yello
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