The generation of disobedient candidates

According to The PaperHR recruitment is a selection process where businesses use background checks to eliminate candidates with inappropriate information.

However, “backflow” in recruitment is gradually becoming popular with Gen Z candidates (born after 1995) who are more proactive when looking for a job.

According to data collected by consulting firm Enchanting in 2021, 91% of job seekers actively investigate company history and negative news. 90% of respondents said the company’s reputation would be a major factor influencing their decision to apply.

Candidates use Internet search skills to investigate the company based on platforms such as Tianyancha, Maimai, Zhihu… This breaks the tradition of unilaterally selecting talents of enterprises, and at the same time puts new and higher requirements on employers.

Zhao Hao, a professor of management at the China European International Business School, said that for businesses, the “backflow” of Gen Z is also a challenge, sending an important signal about business side.

Company is not family

Hiring today is on par with selling jobs. Businesses need to actively think about the needs of young people, be more enthusiastic to “sell the position” they need to Gen Z to have a new generation of talent.

Gen Z has made a deep impression on the human resources departments of companies. In the past, candidates were more interested in salary, promotion route and salary increase.

Currently, young people have a different approach, not only focusing on corporate culture but also paying attention to the company’s development strategy and leadership style.

The things Gen Z notices are often the highlights that most companies lack, as well as potential growth directions that are often overlooked by management. The behavior of young employees is like screening the right company, but in reality, they are navigating the disruptive business to succeed in the war for talent.

For example, people often think that the high salaries offered by the tech giants are an important factor in attracting young people. In fact, Zhaopin’s 2021 survey shows that the three main reasons for the popularity of tech companies are simple individuals, happiness at work, and social status. High salary is only in the middle of the list.

Gen Z pays more attention to the differences between individuals that can be felt directly, such as whether the superior acts as a “teacher”, whether there is respect for the predecessors and peers. sociable enough.

The survey report released by Maimai shows that more than half of the respondents believe that the company does not give them adequate attention and care, and more than 30% do not have a sense of belonging to the group.

In the past, companies used to preach the slogan “Treat the company like family”, but now Gen Z responds bluntly, “The company is not my home”.

This clear attitude is reflected in the high job turnover rates, low engagement, and high frequency of job hopping among Gen Z employees.

The race for talent

For companies that can’t pay well, they can make up for it by effectively putting information in job ads and interviews, targeting candidates’ needs.

A 2022 study by the Institute of Psychology of the Chinese Academy of Sciences also found that Gen Z employees first desire respect and freedom at work, followed by space for personal development and promotion. personality, and finally, emotional attachment.

Direct material rewards such as salaries and bonuses are often not the primary concern. On public forums such as Weibo and Douban, many young people share the same opinion, and many say they are more concerned with whether their personal worth is affirmed.

The 2022 survey of The Paper found that the “big city”, “success” and “big factory” factors have the fastest decreasing importance in Gen Z’s mind.

For small and medium-sized businesses and startups, emphasizing the goal of helping employees achieve personal development, enhancing personal value in recruitment can create a better first impression. .

Instead of asking “Why should we hire you?”, the message “Why should you join us?” more persuasive to job seekers.

In addition to competing for talent, delving into what Gen Z values ​​in “backflow” can also give companies new management ideas, abandon outdated regulations, and catch up. trend of the times.

Generation Z’s requirements for business are emotional and spiritual, and their thinking also emphasizes personalization and respect for individuals.

In order not to be underestimated by candidates, many companies have to try to prevent bad information from being spread, even banning employees from posting comments about their business online.

However, Gen Z is the generation that grew up in cyberspace. They can find everything from bad reviews to insights like a business’s investment background.

Unless the company cannot leave any negative information on the Internet, once it is dug up, it will form a “snowball” effect, which adversely affects the image of the business.

For companies, the more important question at this stage is to think about how they will grow. Not all Gen Z job seekers promote self-worth and interpersonal relationships.

Each group of people is suitable for different companies. There is a two-way choice between the company and the jobseeker, a two-way effect between the company and the employee.

The company should know what type of employee is right for the growth trajectory of the business. While trying to understand the needs of Gen Z, the leadership must also take a longer-term view, understanding the social issues and potential opportunities behind this phenomenon.

According to Zing