5 Ways To Attract Top Talent From The Class Of 2023

Creating an employee-centric workplace

In today's highly competitive job market, attracting and retaining top young talent remains a mission-critical task for organizations across all industries. As the Class of 2023 enters the workforce this spring, recruiters and HR professionals must elevate their game and adopt new strategies to appeal to this resilient group whose experiences and perspectives have been irrevocably shaped by the Covid-19 pandemic.
 

In this article, I will present five effective ways to attract top talent from the Class of 2023, based on Joblist’s Q1 2023 Job Market Report that surveyed nearly 29,000 job seekers. By adopting these techniques, employers can position themselves favorably with Gen Z job seekers who not only can fill entry-level roles now but also have the potential to grow into future leaders within their organizations.

Prioritize Transparency in Job Postings

According to the Joblist survey, 64% of Gen Z job seekers would not apply to a job posting that is missing wage or salary information. To gain the trust of these potential candidates, recruiters should disclose compensation details upfront, regardless of whether it’s required by law in their location. This transparency shows respect for applicants' time, sets clear expectations before the interview process, and establishes the company as having an honest and open culture. The research is clear — including salary information in job postings will increase the number of applications from recent graduates.

Salary transparency in job postings can also encourage retention down the line. According to the survey, 20% of job seekers say that they would quit a job if they found out they are being paid less than a coworker at a similar level. Younger workers tend to react even more negatively to this news, as Gen Zers are twice as likely as Baby Boomers to say they would quit (30% compared to 15%). By making salary information public in all job postings, it can reduce inequities across individual hiring decisions that could lead to attrition later.

Emphasize Work-Life Balance

Despite the significant financial strain caused by inflation, 71% of job seekers currently value work-life balance over salary when selecting their next job. To attract top young talent, recruiters and hiring managers should emphasize their company's commitment to nurturing and encouraging a balanced lifestyle. This may include promoting generous time-off policies and flexible schedules and fostering an empathetic and supportive work culture. By focusing on these aspects, companies can position themselves as employee-centric organizations that prioritize the well-being of their workforce.

Engage with Gen Z on TikTok

Over the last few years, social media has played an even more critical role in how job seekers gather information and make decisions about potential employers. For recent graduates, TikTok has become an increasingly popular platform for consuming job search and career advice content. In fact, over 20% of Gen Z job seekers engage with such content on TikTok, and 23% of this group say that they are more likely to turn to TikTok than Google when seeking online job search assistance. To reach this audience, recruiters should consider creating a presence on this social media platform: showcasing their company culture through short videos, sharing job opportunities when they arise, and offering valuable career advice. This engagement not only helps companies connect with potential candidates but also demonstrates their adaptability and willingness to stay current with evolving trends.

Offer a Mix of In-Person and Remote Work Options

The Joblist survey finds that a whopping 70% of all job seekers are looking for in-person work right now, while 15% are seeking hybrid roles, and another 15% are only interested in remote-only positions. This is quite a shift from job seeker preferences at the height of the pandemic.

Perhaps unsurprisingly, Gen Zers tend to prefer fully in-person jobs (78%), while Millennials are more likely to prefer hybrid or remote positions (42%). For recent graduates starting their first jobs, working in person offers a host of social and professional benefits, as it often makes it easier to connect with coworkers, build a network, and learn and grow quickly on the job. It’s therefore important for employers that want to appeal to the bulk of this talent pool that they offer an in-person work environment where people actually show up. At the same time, offering at least a part-time remote option is helpful in unlocking the other 22% of Gen Z job seekers who prefer hybrid roles or working from home. Flexibility is the key to success here, allowing organizations to attract a diverse pool of young candidates with a range of preferences and working styles.

Stop Fighting ChatGPT as a Tool for Job Seekers

The use of AI-driven platforms like ChatGPT is becoming more widespread among job seekers, with 83% of ChatGPT users recommending it to others for job application assistance. Rather than considering this technology a threat, HR teams should recognize the value of AI in enhancing job seekers' application experiences. For example, in designing their application forms, forward-thinking employers could even include explicit instructions that the use of ChatGPT is acceptable as long as the candidate takes the time and care to customize the output to their specific experience and situation. This would likely not only help increase the number of applications by lowering the time investment but also improve the quality of applications. By viewing these tools as valuable resources, recruiters can demonstrate their respect for candidates’ time and openness to technological advancements that are already being embraced by younger job seekers.
 
To attract top talent from the Class of 2023, recruiters and HR professionals should be transparent, promote work-life balance, engage with potential candidates on popular platforms like TikTok, offer a range of work arrangements, and embrace the use of technology in the job search process. By implementing these strategies, your organization can position itself as an innovative, employee-centric workplace that appeals to the best and brightest in this incoming class.

Author Bio

Kevin Harrington is the Founder and CEO of Joblist, an AI-powered job search platform that personalizes the process of finding the right job. Previously, Kevin was the Head of R&D at Wilbur Labs, a San Francisco-based startup studio, and the Head of Strategy at Lift Ventures, where he launched another startup in the recruitment space. Kevin has spent much of his career building better solutions to help people find jobs and he is passionate about the future of work

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