Attraction & Recruitment of Generation Z - A Guide for Managers

Introduction

Employers across the UK are competing for early-career talent using recruitment processes designed for a different labour market. Most recruitment processes and most managers' assumptions about how their own vacancies get filled, have not moved with them. The result is avoidable cost, adverts that fail to attract, offers accepted and then abandoned and early exits recorded as individual choices when they are in fact process failures. Most guidance on this subject offers generational profiles.

This virtual classroom seminar sets out a practical two-sided diagnostic - asking managers and their own recent starters the same questions, then reading the gap between the answers. That gap consistently reveals more than any survey of either side alone. Delegates will leave with a method they can run in their own organisation and a clear view of which parts of their attraction and recruitment process are doing something other than what they assume.

The session is delivered by Jonathan Pritchard MBA, a Chartered Member of the CIOB and Chartered Manager Fellow of the CMI. He brings over 35 years in business, including 14 as founder and managing director of a commercial and residential property business and is currently completing doctoral research involving interviews with managers and early-career workers inside UK SMEs.

What You Will Learn

This live and interactive course will cover the following:

• Why Generation Z is a life-stage cohort rather than a personality type and why variation between individuals makes generational profiles a starting hypothesis rather than a recruitment plan
• The four myths that most commonly distort early-career hiring decisions and what the evidence actually shows
• How to audit the entry routes already operating in your organisation, whether relational, referred, family-connected or circumstantial and what each one quietly does to the shape of your candidate pool
• Who else influences an early-career job decision, including family, school and peer influence and why employer branding often addresses only the final step of a much longer process
• What a job advert must make visible, covering pay, hours, progression and flexibility - and the cost of vagueness at application stage
• Where early-career candidates encounter employers - channel selection and what credible employer content looks like in practice
• Removing friction from the recruitment process - response times, clear timelines, and what a slow process signals to a candidate
• Structuring interviews to assess capability rather than polish, and why ‘culture fit’ judgements import bias into selection decisions
• A two-sided diagnostic you can run yourself - the questions to put to managers, the questions to put to recent starters and how to read the divergence between the two accounts
• Why the first ninety days belong to recruitment, not just management and the weak signals that precede most early exits, and how to act on them

Recording of live sessions: Soon after the Learn Live session has taken place you will be able to go back and access the recording - should you wish to revisit the material discussed.