6 Reasons Why Gen Zers Ghost Recruiters.

The demographic shift towards Generation Z in the workforce has left recruiters struggling to attract and engage this emerging group of candidates. Furthermore, media outlets report that Gen Z candidates are prone to ghosting recruiters during the application process. This begs the question: what factors contribute to this behaviour? Here are eight potential reasons why Gen Z may ghost recruiters, ranging from a lack of knowledge of the latest technology to ineffective, broad-based recruitment strategies. Tech Connection One of the most significant challenges faced by recruiters trying to attract Generation Z candidates is the difficulty in connecting with them. Due to their tech-savvy nature, Gen Zers often prefer digital communication to in-person interaction, making it challenging to establish a genuine connection and establish trust with potential recruits. If recruiters fail to invest time in building relationships with candidates, they risk being perceived as "ghost recruiters," who quickly contact a candidate and then disappear without further communication. To overcome this challenge, recruiters must maintain ongoing contact with potential candidates through various communication channels, including email, social media, and text messaging, to establish and maintain engagement over time. Counter Offers Many professionals, particularly those in Generation Z, search for job offers while still employed, using them as leverage to negotiate a higher salary with their current employer. Since they are not fully committed to leaving their current job, they may end up ghosting the recruiter who extended the job offer. Given the current economic climate, businesses are increasingly focused on reducing costs, making it challenging for employees to receive raises. Having an offer in hand can provide leverage to negotiate a higher salary without having to switch jobs. While some job seekers will inform the recruiter that they have decided to decline the job offer in favour of their current employment situation, many do not bother to communicate this decision, leaving the recruiter without any closure. “Remote Work” If a job candidate believes that the requirements, responsibilities, or work environment of a job have been misrepresented, it can result in a significant loss of trust in the company. Misleading or lying about a job is a sure-fire way to lose candidates of any generation. Younger candidates, including Gen Zers, are particularly intolerant of this behaviour and are more likely to abandon the application process without providing an explanation. This is especially true for job postings that advertise remote work, but in reality, require a hybrid model or are primarily in-person. In any case, if there are any changes to the job's original description, such as modifications to the responsibilities, compensation, benefits, or work environment, it can also prompt the candidate to ghost, especially if they perceive the deception to be intentional. Instant Feedback Gen Z grew up in an era of instant feedback, primarily driven by social media, and as a result, they are unaccustomed to long waiting periods. Some have even described it as impolite if they don't receive a response within five days and will not hesitate to cut all communication and move on if this occurs. Even if you return to them several weeks later with a job offer, you may find that they are unresponsive to your messages or calls. Even if they haven't accepted another job offer, they have probably lost interest in yours. Adding a disclaimer to the job posting about how long candidates may have to wait to hear from you can keep them engaged. Engaging them throughout the waiting period by sharing helpful content and updates can help you keep top talent in your pipeline. Diversity Issues The emergence of Gen Z as a workforce has brought with it a heightened sensitivity towards workplace diversity, equality, and inclusion. Consequently, recruiters are expected to maintain a recruitment process that is not only flawless but also equitable. Failure to do so is likely to signal the presence of underlying issues within the organisation. Gen Z candidates, in particular, are known to gravitate towards companies that are inclusive in nature. Consequently, recruiters must be wary of any biases that may be present in the recruitment process, as they may manifest in various ways, such as in the language used to advertise open roles or the requirements demanded of candidates. Failure to heed this warning may result in candidates "ghosting" recruiters from such organisations. Feeling Unique When I first started out in recruitment, I was guilty of adopting a one-size-fits-all approach to hiring. However, over time, I have come to realise that this strategy is not ideal, particularly when it comes to recruiting Gen Z candidates. Nowadays, people want to feel valued and recognised for their unique skills and interests, and they don't want to be treated as just another resume. Therefore, it's important to personalise the hiring process and show candidates that you're genuinely interested in what they have to offer. One effective strategy that I've found is to send each Gen Z candidate a personalised message via email or phone call. I take a few minutes to review their website or LinkedIn profile and mention anything that piqued my interest about their educational background or professional experience. This approach demonstrates my interest in the candidate and