Plus, who they are and what they want

And tips for assessing your workplace diversity and inclusion

Actionable steps that every recruiter should take

Film video case studies from recent grad employees or a behind the scenes series that reveals what it’s like to join your team.

Launch your own Facebook or LinkedIn group and ask campus career teams to invite students to join. You’ll be well on your way to creating a ready-to-go community that’s filled with prospective candidates.

Create webinars and podcasts that take a deeper dive into your business’ culture and ways of working.

Gather frequently asked questions from prospective candidates and ask your recently hired graduates to answer them. This peer to peer content helps to provide an even more accurate overview of what a particular position entails.

Building a specific landing page for graduates on your company website — that includes Q&As, recent vacancies, and graduate testimonials.

Creating a blog solely about your workplace culture. This is a great way for prospective candidates to gauge whether you’re the right fit for them.

45% want work that has a purpose beyond getting paid. Meaning incentives like charity work and paid volunteering days should help to satisfy Gen Z’s desire to work for a company that cares.

According to CMO Europe, 85% of Gen Z enjoy projects that require creative thinking and freedom of expression.

A fixed contract will also play a significant role in retaining young talent, with one recent survey finding that 40% of Gen Z — having grown up in the great recession — want a role that feels stable and secure.