Hey college recruiters, do you know…

That Inclusion and Diversity are critical factors Gen Z considers when deciding whether or not to join an employer? 

Imagine Sarah, a new grad, scrolling through job boards late at night. She’s viewing more than just the role, she’s checking for tech-forward vibes, the company’s culture, red flag mentions on on social channels, and maybe an inclusive space where she won’t feel like a token. Sound familiar?

Gen Z grew up on TikTok calling out injustices, diversity & inclusion at the forefront of social media discussion, and now they’re applying those filters to their careers.

Let’s walk through what draws Gen Z to a job opening and why your recruitment language needs a glow-up.

 

What Gen Z Candidates Look For in a Position

The modern workplace is continually evolving, and with the emergence of Generation Z, employers and their college recruiters must adapt to new expectations and values. Gen Z candidates bring unique perspectives on what they desire in a job and professional environment. To create an attractive job description that resonates with Gen Z candidates, it’s crucial to consider their preferences.

1. Embracing Workplace Diversity:

Gen Z doesn’t just want a diverse workplace—they expect it. According to ManpowerGroup – cited by the World Economic Forum, 56% of Gen Z reject jobs lacking diverse leadership, and 68% feel employers still lag behind on inclusivity. 

Gen Z candidates have a strong social conscience and actively engage in various social matters, and their commitment to diversity and equality extends to the workplace. They value a diverse, inclusive, and fair environment where everyone feels respected and valued. When crafting job descriptions, it’s essential for college recruiters to highlight their company’s dedication to diversity, equity, and inclusion (DE&I).

2. Tech-Friendly Recruitment and Streamlined Application Process:

Gen Z candidates have grown up in a tech-savvy world and expect to use technology seamlessly in their daily work routines. They rely on digital tools not only for communication but also for collaborative projects and enhancing overall productivity. To attract Gen Z candidates, your job descriptions should convey that your company embraces or is actively using technology to simplify the application process.

 

3. A Purpose-Driven Work Culture:

Gen Z is known for asking college recruiters profound questions about the purpose and impact of their work. They’re not content with just a job; they seek a career that aligns with their values and offers a sense of purpose. Job descriptions should reflect this by demonstrating your organization’s commitment to making a positive difference in the world.

 

How to Make Your Job Descriptions Stand Out to Gen Z

1. Crafting Effective Job Titles

When it comes to job titles in recruitment, simplicity and clarity are priorities. Avoid using flashy and unconventional terms like “rock stars” or “wizards” to describe your ideal candidates. Instead, focus on creating job titles that accurately represent the qualifications and responsibilities associated with the position.

Using elaborate job titles might sound creative, but it can hinder your ability to connect with your target audience. It’s important to remember that Gen Z candidates appreciate honesty and transparency, even in something as seemingly trivial as a job title.

Consider the following points when crafting job titles for open positions:

• Clarity is Key: Job titles should clearly convey the role’s responsibilities and qualifications. A vague or overly creative job title can confuse potential candidates and deter qualified applicants from applying.

• Reflect the Role: The job title should accurately represent the nature of the position. Use keywords that align with the job’s core functions. This helps job seekers immediately identify relevant opportunities.

• Avoid Clichés: Overused or trendy terms can dilute the impact of your job titles. Instead of relying on clichés, focus on the genuine appeal of the job itself. If you want to convey your company’s fun-loving spirit, do so in the job description and company culture rather than in the job title.

• Consistency Across Platforms: Ensure that your job titles are consistent across all job boards, social media platforms, and your company’s website. This uniformity makes it easier for candidates to find and identify your job listings.

• Optimize for Search: Consider including industry-relevant keywords in your job titles to improve search engine visibility. This can help qualified talent discover your job listing faster.

• Test the Impact: If you’re unsure about the effectiveness of a job title, consider conducting A/B testing. Experiment with different titles and monitor which ones attract more qualified applicants.

 

Based on these best practices, you can start crafting titles like:

• Software Development Engineer

Clear and to the point, this title reflects the role’s nature and qualifications.

• Digital Marketing Specialist

This title effectively communicates the position’s responsibilities and expertise needed.

• Financial Analyst

A straightforward job title that instantly conveys the job’s focus and requirements.

• Human Resources Coordinator

This title accurately represents the role and is easily understandable to job seekers.

• Customer Support Representative

Conveys the role’s focus on assisting customers, making it transparent to potential applicants.

 

2. Highlight Gen Z Candidates’ Impact When Taking on the Positions

Traditionally, job descriptions include a “Requirements” section that outlines the qualifications a candidate must have to be considered for a role. However, Gen Z job seekers approach this differently; they are more interested in how they can contribute to your organization rather than just ticking off a checklist of prerequisites.

So, let’s discuss how can a college recruiter transform their “Requirements” section into something more captivating, a “How You’ll Make an Impact” section.

• Step 1: Rethink Your Language

Start by revisiting the content you already have in your job descriptions – your “required skills” or “required experience” section. Instead of merely stating the qualifications in a passive manner, rephrase them to depict the job duties and responsibilities that the successful candidate will be responsible for on a day-to-day basis.

For instance, if you need a candidate with a degree in marketing, don’t just say, “Bachelor’s degree in marketing required.” Instead, you can rephrase it: “In this role, you’ll use your marketing knowledge to drive the company’s growth.”

• Step 2: Craft Engaging Headlines

To make your job description more engaging and to the point, a college recruiter can consider using section headlines that encapsulate the essence of the role. Phrases like “About This Role” or “What You’ll Be Doing” can replace the generic “Requirements” section and instantly communicate the job’s core responsibilities.

• Step 3: Highlight the Impact

Now, let’s get to the heart of the transformation – highlighting the impact the role will have on your company. This is where you truly engage Gen Z candidates. Create a separate section that explicitly outlines the positive effect they will bring to the table. Use section headers like “How You’ll Make a Difference” or “The Impact You’ll Provide” to convey this message effectively.

For example, if you need a software developer, don’t just list the technical skills required. Instead, emphasize what their role means for the company by saying, “Your coding expertise will be the driving force behind our cutting-edge products, ensuring we stay ahead of the competition.”

 

3. Sharpen Your Writing

While your current job postings might appear comprehensive, they could be driving potential candidates away if they’re hard to read. To ensure your job listings are as effective as possible, it’s essential to review and revise your writing carefully.

• Ensure Conciseness: Long, convoluted paragraphs can deter potential applicants. Opt for brevity and clarity instead. Consider using bulleted lists to break down key responsibilities, qualifications, and benefits. This format makes it easier for candidates to scan through the information quickly.

 

• Speak Directly to Your Audience: Create a connection with your prospective employees by replacing impersonal, third-person language with a friendly, more engaging tone. Instead of using terms like “candidates” or “employees,” use “you” and “we.” This personal touch helps candidates envision themselves as part of your team.

 

• Highlight What Matters: Identify the core elements of the job that truly matter, and make sure they stand out. Use attention-grabbing headings or bold text to emphasize key qualifications and responsibilities. This ensures that candidates quickly grasp the most critical aspects of the role.

 

• Provide Clarity on Next Steps: At the end of the job description, outline the application process clearly. Let candidates know what to expect, whether it’s a multi-stage interview process, specific application instructions, or estimated timelines for hearing back.

 

What? Is that all of it?

No! Far from it.

The above tips are just some of the most basic best practices to keep your job description in line with Gen Z talent’s interests. But in order to gain attention and wow young candidates, a campus recruiter will need to pay attention to developmental opportunities, language & jargon, salary information & benefits, and so much more!

Get your hands on advanced tips and detailed templates on GenZ-centric job descriptions on our FREE recruitment Resource: 11 Job Description Examples and Tips That Win Gen Z Talent.