7 Top Tips for Interviewing Gen Z
As they’re expected to make up 25% of the global workforce by 2025, it's essential to welcome the incoming wave of talent: Generation Z. Born between the mid-1990s and early 2010s, Gen Z brings a fresh perspective, digital prowess, and a passion for purpose-driven work.
However, interviewing this generation requires a nuanced approach, distinct from previous generations. Let's explore why employing Gen Z is beneficial, the unique aspects of interviewing them, and some effective interview questions to uncover their potential.
Why employ Gen Z workers?
First off, why should you be eager to employ Gen Z talent? Well, for starters, they are the most diverse generation yet, embracing differences in race, gender, sexuality, and more. This diversity enriches your workforce, fostering innovation and creativity.
Gen Z is tech-savvy, having grown up in the digital age. They can offer valuable insights into emerging technologies and digital trends, perfect for businesses looking to keep up with progress and stay ahead of the competition.
Gen Z values purpose and social responsibility. They seek meaningful work that aligns with their values and contributes to positive societal change. By tapping into their passion for making a difference, you can cultivate a purpose-driven workplace culture that attracts and retains top talent.
Interviewing Gen Z: A Different Approach
Now, let's jump to the heart of the matter: interviewing Gen Z. It's time to ditch the old-school methods and embrace what resonates with this tech-savvy generation. Here are seven tips to guide you through the process:
Speak Their Language - Embrace Technology
Gen Z thrives in the digital realm, so why not meet them where they're at? Opt for online interviews over traditional face-to-face meetings. Make sure all your recruiting materials are easily accessible online. From applications to informational brochures, keep it digital!
Clearly Communicate Throughout the Process
Communication is key, especially with Gen Z. Keep them in the loop every step of the way. From initial contact to final decisions, provide clear and timely updates. Transparency builds trust and demonstrates your commitment to their candidacy.
Ask About Their Preferred Work Style
Gone are the days of assuming everyone wants the classic 9 to 5 grind. Gen Z craves flexibility. During interviews, clarify their preferred work style: are they keen on an in-office setup, a hybrid model, or fully remote? Understanding their needs sets the stage for a successful working relationship.
Gauge Their Preferred Managerial Style
Gen Z isn't looking for a boss; they want a mentor. Skip the strict, hierarchical management style talk and dive into their expectations. Ask about their ideal manager-employee relationship. Creating an environment of mutual respect and guidance sets the tone for a positive work culture.
Provide Feedback from the Hiring Manager
Gen Z craves feedback and growth opportunities. After interviews, provide constructive feedback from the hiring manager. Whether it's praise or areas for improvement, they'll appreciate the insight. It shows you value their potential and are invested in their success.
Create a Swift Interview Process
Gen Z doesn't have time to waste. Keep your interview process concise, aiming for two weeks or less. Streamline each step to respect their time and keep the momentum going. Efficiency is key!
Avoid Clichéd Questions
Enough with the tired, old interview questions! Gen Z craves authenticity. Engage in genuine, meaningful dialogue. Skip the scripted queries and opt for real conversation. You'll uncover valuable insights and connect on a deeper level.
Sample Interview Questions for Gen Z:
What drives you to consider transitioning from your current role?
Can you recall a time when you contributed to a project, whether at school, during an internship, or at work? What role did you play, and how did you feel about it?
What motivates and inspires you in your work?
Do you prefer collaborating in a team or working independently? What's your reasoning behind your preference?
What are your long-term career aspirations?
How do you envision this position contributing to your career goals?
What specific experiences and skills are you aiming to gain from this role?
What are you looking for in a company? What values do you admire in a company?