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How the American Heart Association's innovative hiring approach creates a healthier world.Learn more
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Streamline your tech stack and take advantage of a better user experience and stronger data governance with ADP and the iCIMS Talent Cloud.Learn more
Increased productivity, smarter data usage, and empowered hiring teams–that’s the power of the partnership between Ceridian Dayforce and the iCIMS Talent Cloud.Learn more
Our award-winning partnership with Microsoft is grounded in a shared desire to transform the workplace and the hiring team experience.Learn more
Our partnership with Ultimate Kronos Group (UKG) supports the entire talent lifecycle by bringing frictionless recruiting solutions to UKG Pro Onboarding.Learn more
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iCIMS’ Class of 2021 report surveyed HR professionals and university seniors to discover the best ways to attract, engage, hire, and advance Gen Z talent. It’s clear that there is opportunity. But to align, HR leaders will need to evaluate existing hiring processes and match them to university graduate’s expectations.
Below are some of the highlights from the Class of 2021 report. To get all the actionable insights on Gen Z graduates and those that will hire them, download the full Class of 2021 report here.
HR professionals in almost every industry are facing labour shortages. So, you might be shocked (and thrilled) to hear that there is a substantial increase in ready-to-work applicants. Compared to 2020, applications from ages 18-24 are up 15%! This is excellent news as 60% of HR professionals are opening new positions to entry-level hires.
To make the most of the increase, it’s a good idea to post your entry-level jobs on the platforms most popular with Gen Z. This includes third party job boards as well as your career site.
Surprisingly, Gen Z is not interested in a long-term virtual work experience. Only 2% of university seniors want to work remotely full-time. The exact reasons for this preference vary, but university students likely crave the social interaction and relationship building removed from their lives during the pandemic.
This may be a challenge for HR leaders as remote work has become a new normal. Companies may need to start thinking about a post-pandemic future where personnel have the option to work in the office, remotely, or a hybrid of the two. Overall, flexible work options will be key to capitalizing on the new market of entry-level applicants.
Video technology is here to stay. 97% of HR professionals in the United States plan to continue using video chat and video interview platforms to conduct interviews. It’s no wonder; video interviews drastically reduce the time it takes to source and hire candidates.
Other digital tools, like text messaging, are quickly proving their worth in 2021. Texting makes it easy for recruiters to contact with candidates anywhere, anytime. And university seniors are comfortable using text to schedule interviews, receive status updates, and accept job offers. With so much synthesis between candidates and recruiters, text messaging tools will likely become an essential part of the entire talent acquisition process.
Candidates likely research your business online before they ever talk to a recruiter. iCIMS’ Class of 2021 report found that this is especially true for Gen Z. Job seekers age 18-24 spend 40% longer reviewing a potential employer’s online presence than those over the age of 25.
Employers have an opportunity to communicate their brand, showcase their culture, and illustrate their commitment to diversity, equity, and inclusion through social media and career sites.
It’s also important to support your words with actions. 72% of university seniors strongly expect companies to be committed to DEI hiring practices and look for it throughout their candidate journey. While pictures of a diverse workforce on your career site are helpful, speaking to a diverse hiring panel throughout the interview process has a more profound impact on Gen Z.
Want to learn more? Check out the full findings in our Class of 2021 report.
November 23, 2021