A job description is a bit like a dating profile. As a recruiter, you’re putting your best foot forward, hoping to get some good bites from a very large pool. Ask yourself, however, would you swipe right on your job description?
Younger generations have evolving preferences for what they’re looking for in a job, making this a good time to consider rewriting job descriptions in order to attract Gen Z and adapt to the post-pandemic labor market.
“It never hurts to jazz up your job description a little bit, make it fun,” said Sam Chen, founder and CEO of Fetti, a software that matches job applicants with employers based on personal fit. “People want to know that they’re working at someplace enjoyable. And this could be just putting in an extra five minutes of effort to jazz up the tone a little bit.”
What do you want? Younger generations have made their concerns and preferences for the workforce clear. Many align with what workers want overall: transparent, flexible organizations that have a commitment to social good and offer strong mentorship, development, and career-path opportunities.
Prioritize mission and values. Companies looking to better attract Gen Z should consider leading with their values, Chen explained.
“Put it at the top of your job description, especially when you’re targeting Gen Z,” she said. “This is the first thing they’re looking at, you want them to be enthused.”
Maia Ervin, chief impact officer at JUV Consulting—which specializes in Gen Z brand, marketing, and culture efforts and counts many members of Gen Z among its leadership, including its co-founders, CEO, and chief marketing officer—also emphasizes the importance of values for this generation.
“Gen Z is a purpose-driven community and a purpose-driven cohort,” she explained. “Make it clear what your values are as a company, [and] also that you are an inclusive company. Because it’s not just about diversity anymore, right? It’s about the diverse people that are within your organization [being] able to have equitable experiences, equitable pay. So, making it clear in that job description [is] super important.”
Social is key. Any company looking to attract Gen Z is going to have to brush up on its social strategy, Chen adds. These platforms can be linked in job descriptions and provide a lot more color than any paragraph of writing.
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