Recruiting the Next Generation For a Higher Ed Job

As you recruit for entry-level jobs and mid-level positions, you will likely need to place younger generations in these roles. Knowing more about them and what they want can help you effectively employ and retain them. Here are a few tips to help you in this process:

• Recruit online and on social media.
  When you place a job listing with us, younger job seekers are sure to find your openings because of our partnerships with LinkedIn and other online job boards and our increased SEO efforts.
  

• Highlight work-life balance in your job descriptions.
  More people, but especially younger generations, are expecting a healthy balance to their day.
  

• Feature long-term career paths in the interview process.
  Build a compelling case for how your employees benefit from staying with your institution for the long haul. Utilize professional development, employee benefits, mentorship opportunities and more to change a popular mindset by younger generations -- that they need to change jobs frequently to get ahead professionally.
  

• Highlight your diversity, equity and inclusion efforts.
  Millennials and Gen Zers are very interested in social justice. As you screen candidates, be sure to share what your institution is doing to be more diverse and inclusive. If you need help in this area, learn more about our diversity upgrade.
  

• Keep your team online and tech-savvy.
  With many teams working remotely this past year, the digital divide that may have existed between your older team members and younger hires likely shrank. Keep heading on this path so that younger employees, who tend to be more reliant on technology for work and communication, feel more aligned with the workplace culture.

Millennials and Gen Z are sure to bring your team new and valuable skills and resources. By embracing their positive aspirations and appropriately setting key expectations, you are sure to build a thriving work community.