Recruiting Gen Z: Eight Factors to Consider

Today is the first day of work for our son Zach, who graduated from Drexel University in June, and I couldn't be prouder of him.

He landed a fantastic opportunity to work as a software engineer with a terrific company, and I don't say this blindly.

By now, you know that I'm a straight shooter. I call things as I see them.

I've listened intently as our son described his work experience with various co-op employers, and I know how good this employer has been to him throughout his co-op experience.

I’ve also had a front row seat to the process today’s job seekers are going through to land a position, when allegedly no one can find workers. The hiring process is broken, which I’ve written about in previous newsletters.

However, every now and then, I see a company that is doing all the right things and is getting the right results.

I thought it would be helpful to share insights on what one company is doing to secure the talent needed to fuel their business growth. Hopefully you’ll find a few useful tidbits that you can apply to your own situation.

Here are eight things my son’s new employer has done exceptionally well that have stood out for me.

1. They hire co-op students with little experience and are willing to develop these young adults.

2. They pay their co-op students and recent grads extremely well. None of this "You're going to get exposure and experience, so you should be THRILLED to work for free" stuff.

3. They make it a point to keep co-cop students in their talent pipeline. My son was offered part-time work after his co-op ended and has received very generous pay raises along the way.

4. Throughout my son's experience, he's always been treated the same as full-time employees of this company. He's been invited to the holiday office party and has been awarded the same swag his full-time colleagues have been given.

5. He's never complained once about any of his managers, which tells me that this company is doing a good job of hiring and developing their leaders.

6. His job offer was very competitive. He could tell the company really wanted to hire him and that they were not just looking to fill a seat.

7. When he asked for more time to consider their offer, they gave him the space he needed to weigh all his options before committing to this organization.

8. When he accepted their offer, the company strongly suggested that he take time off between finishing his college degree and starting work. He did as they advised and is stepping into his career feeling fully recharged.

As a parent, it's hard to let go, especially when your child has decided to live in a city that isn't a short drive away.

However, I do so knowing that the time and energy we've invested over the years has prepared him well for this next chapter of his life.

Now, if I could just figure out exactly what the heck he will be doing all day!

Got a question about how to apply these practices to your organization? Feel free to?schedule a call ?with me.?