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I’m consistently surprised by just how tech savvy my nieces are. At 3 and almost 1, they know how to use an iPad better than most of their grandparents. They can swipe, start and stop videos, and complete pretty much any task that doesn’t entail reading.

They’re part of a generation of kids that will grow up never knowing what it’s like to find directions without a cell phone or be told to go read a book to learn instead of Googling. They have a truly tech-first approach.

It also means they have more information at their fingertips than ever before to make decisions someday when they enter the world of work. We’re already seeing the impact of that in how college grads are searching for work.

Inclusivity Is Key In Attracting Gen Z Talent

This generation of kids born around 2005 (for those of us who graduated high school before then, I feel your ouch. Same.) has a completely different approach to media, learning, and research. Their experience in a digital world from the time they were toddlers changes how they do just about everything, including the job search.

But it’s not just about how and what they click on. It’s about what matters to them, too, like inclusivity. If you haven’t made and kept DEIB commitments, they’re going to call you out. Research shows this is key to retaining Gen Z workers:

• 77% of Gen Z have protested in support of equality for Black Americans
• 55% of respondents said a commitment to DEIB is extremely important when evaluating an employer

This generation isn’t going to take it anymore. (Yes, that’s a Twisted Sister reference.) What you write and how you engage with them as early as the interview process will influence your ability to hire your next generation of talent.

Making Hiring Messages More Inclusive

I sat down with Eric Mosley, CEO of WorkHuman, to talk more about inclusivity and making hiring messages more inclusive, particularly in the area of pronouns and LGBTQIA+ language.

We talked about…

• As new grads and job seekers start looking around for their next opportunity, how can organizations and recruiters prove they are sincere about welcoming LGBTQI+ candidates, beyond simply saying, “We’re inclusive” or putting up a rainbow on their website?
• When a candidate does get that face-to-face time with recruiters, hiring managers, or employees, what’s the ideal message?
• So many job descriptions are generic-sounding and as a result attract generic applicants. How does a job posting filter IN the right people and filter OUT the wrong ones?
• There are many people that are afraid of getting pronouns wrong or potentially being offensive when speaking with potential candidates. What’s your advice for them?

You can read my answers and more of our interview on Forbes.

Candidate Generation and Nurturing LGBT and Diversity gen z gen z talent inclusive inclusivity inclusivity in talent attraction job posts talent attraction