Finding the best candidate for a position is becoming more challenging as expectations and hiring technologies continue to evolve. In 2020, the hiring market will see more aggressive efforts to increase the flow of candidates. Employers will focus on specific branding geared towards recruiting, specifically as it relates to sustainability and overall career growth. Candidates have access to more information now than ever before, which means job opportunities are being evaluated with the future in mind. 
 

Organizations that `once had very strict specifications for their roles are starting to broaden these parameters, looking for more non-traditional applicants who may have adjacent skills or experience in other industries. This will include outreach into non-traditional labor pools, such as older workers, those with disabilities and individuals who have formerly been incarcerated.  

Assessments based on cultural fit will become more prevalent, with organizations working to bring on employees who match with the overall goals and attitudes of the company. Soft skills will be more closely evaluated by hiring managers, allowing those without the exact technical skills an opportunity to be considered for a specific role. This strategy often creates a healthier environment amongst team members, where attitudes align and teams can work more closely together. 
 
Technology used to enhance the candidate experience and speed hiring will also play a role in hiring strategies. The use of AI in identifying, screening and interviewing candidates and also administering the hiring process will become more widespread. The enhanced candidate experience that they provide is reflective of the expectations of today’s workforce, allowing them to connect quickly with employers at any time and place. 
 
We will continue to hear about “upskilling” as a way to address talent pool gaps. More employers will look to their internal labor pool to meet the evolving needs of their business as technology used for task-oriented work becomes more commonplace and capable of replacing entry-level roles. Employers are recognizing the benefits of tapping into their existing workforce – one that already knows the business. Reducing the time and resources that go into new employee onboarding makes this an attractive option and engages an employee base that actively seeks opportunities to learn and grow.

Also, 2020 marks the beginning of Gen Z in the workforce, which will usher in a new wave of challenges and opportunities in hiring. As companies start to hire these newcomers, here are three things to keep in mind: 

Trends will Vary Between Enterprises and SMBs and Startups

Enterprises have bigger budgets and more resources allowing them to adopt tools and technology that give them broader reach with passive candidates. Size can also work against them with more of a social media presence that, if not actively managed, can define their brand in unexpected ways. 
 
While SMBs may struggle with resourcing, they are often scrappier and nimbler. They have a competitive advantage when it comes to tapping into the local labor pool and utilizing relationships with community organizations and interests. The power of relationships with schools, associations, religious institutions and community organizations shouldn’t be underestimated. Gen Z will seek out the opinions of others, looking to family, friends and their own extended network when looking for a job. 

Their Priorities Are Clearly Defined

The number one priority for Gen Z is understanding how they will develop and continue to grow. Fair pay, work/life integration and work as an experience are all requirements – these things aren’t differentiators anymore. The top tip for attracting them is to help them understand what you offer now and what you’ll offer them in the future, to constantly communicate what they are getting from the relationship and how you understand what is unique to them and how they will continue to grow.
 
Like Millennials, Gen Z also cares about leaving the environment and society better than they found it. Organizations participating in sustainability efforts should promote this and find ways to incorporate ‘giving back’ into the lives of their employees. If an organization has a strong position, they should voice it. They will attract others who share that value, and appropriately scare off those who don’t and won’t likely fit the culture.
 
Gen Z trusts their personal network beyond what we’ve seen with other generations. Smart organizations will form relationships with schools, clubs and like-minded groups that allow them to become a trusted member of the community network. 

Gen Z Is Not Millennial 2.0

Gen Z is the first generation of true digital natives. They grew up with information at their fingertips, which means they expect their employers to be transparent and provide them with information they need when they need it. They understand that technology is evolving the nature of work, but they’ll still expect their work systems to be as good as what they get outside of work.

In general, Gen Z is more diverse and has a higher level of education than millennials, meaning they’ll expect inclusion and appreciation for what makes them unique. They’re highly social and will source opinions from those they trust – the experiences others have had with an organization has never been more important.

Gen Zers are less idealistic than millennials and tend to worry more. Growing up in a recession has influenced them, and clear communication about benefits that help them address student loan debt or clarifying their career path and what it takes to progress will go a long way.

Obviously, but worth noting, Gen Z are younger than millennials. Like everyone at the start of their careers, they are still coming into their own and will require a different level of coaching than seasoned workers.

We are at the start of a new decade and a new era in hiring. Technology will continue driving major changes in the workplace overall, and hiring won’t be left untouched. Also, organizations will need to find a way to be true to themselves while also appealing to a crowd who wants to enjoy and derive value from their work. While it may feel like we just got used to millennial preferences, and it may be tough to adapt at first, Gen Z’s differences and fresh perspectives will prove to be an asset to organizations and worth the changes in the long run. 

Author Bio

Vicky Ringwood is Senior Vice President of Human Resources at Konica Minolta. Visit www.konicaminolta.com  Connect Vicky Ringwood

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