Looking beyond Gen Z’s resume — Ts Elman Mustafa El Bakri – Malay Mail

December 16, 2024

DECEMBER 2 — As 2024 draws to a close, many companies find themselves ramping up their recruitment efforts to prepare for the year ahead. Amid this rush, one question looms larger than ever: Are our hiring processes truly equipped to understand and capture the unique talents of Generation Z?

If businesses are serious about future-proofing their workforce, they need to look beyond these outdated markers of competency and rethink how they assess and hire Gen Z talent, according to the author. — Unsplash pic

Then there’s the interview, a cornerstone of recruitment that’s often seen as a definitive test of “fit.” The reality? Interviews tend to favor those who are naturally charismatic or well-versed in professional jargon, traits that may or may not correlate with job performance. For a generation accustomed to asynchronous communication and collaborative tools, the traditional one-on-one interview can feel more like a performance than an authentic conversation.

And before we talk about solutions, it’s worth highlighting what Gen Z workers bring to the table. This generation has grown up in an era of rapid technological change and social activism. They are digital natives who not only understand emerging tools but also adapt to them quickly. Their early exposure to global issues like climate change, social justice, and mental health advocacy has instilled in them a desire to work with purpose.

Gen Z values inclusivity, creativity, and growth. They aren’t just looking for jobs — they’re looking for roles where they can make an impact while continuously learning and evolving. Recognising and nurturing these qualities should be the goal of every forward-thinking hiring strategy.

Rethinking the hiring process

1. Digital portfolios over resumes

A Gen Z candidate’s portfolio — whether it’s a website, blog, GitHub repository, or social media profile — can say far more about their capabilities than a one-page resume ever could. Digital portfolios provide tangible proof of what they’ve created, managed, or innovated. For example, a portfolio showcasing video editing skills or app development projects speaks directly to their abilities, rather than relying on vague bullet points.

2. Gamified hiring processes

Companies like Deloitte and Unilever have started incorporating gamified assessments into their recruitment strategies. These games measure cognitive abilities, decision-making skills, and even cultural fit in a way that feels engaging rather than intimidating. For Gen Z, who grew up on apps and games, this approach feels natural and allows their skills to shine in a less formal setting.

3. Leveraging AI and data-driven insights

Artificial intelligence tools can analyse applications and portfolios to identify qualities that traditional methods might overlook. For example, an AI-driven system could assess writing samples, code, or designs, flagging candidates with exceptional potential based on their work rather than their credentials.

4. Reverse mentorship during hiring

Consider incorporating reverse mentorship into the hiring process. Pair senior employees with Gen Z candidates during assessments, allowing both sides to exchange insights. This approach not only helps candidates feel valued but also gives the company a clearer picture of how they might fit into the team.

In conclusion, to truly capture the potential of Gen Z workers, companies must first let go of the idea that hiring is a one-size-fits-all process. The businesses that thrive in the coming years will be those that recognise the need to evolve — adapting their recruitment methods to better understand and engage with this dynamic, tech-savvy generation.

Gen Z isn’t just another group of employees; they represent a shift in how we think about work, purpose, and collaboration. By embracing their values and rethinking hiring processes, companies can not only attract top talent but also create workplaces that are more innovative, inclusive, and resilient.

It’s time to move beyond resumes and interviews. Let’s build hiring processes that see Gen Z not as another checkbox to fill, but as equal partners in shaping the future of work.

* The author is CEO and Founder of HESA Healthcare Recruitment Agency, and the Industrial Advisory Panel for the Department of Biomedical Engineering, Universiti Malaya. He may be reached at [email protected]

* This is the personal opinion of the writer or publication and does not necessarily represent the views of Malay Mail.

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https://www.malaymail.com/news/what-you-think/2024/12/02/looking-beyond-gen-zs-resume-ts-elman-mustafa-el-bakri/158672

viaFacts News

Looking beyond Gen Z’s resume — Ts Elman Mustafa El Bakri – Malay Mail

High Potency APIs/ HPAPI Market Likely to Experience a Tremendous Growth in Near Future – openPR

OPM’s Shriver sees skills-based assessments, shared certificates as federal hiring strategies ripe for expansion – Federal News Network

Looking beyond Gen Z’s resume — Ts Elman Mustafa El Bakri – Malay Mail

High Potency APIs/ HPAPI Market Likely to Experience a Tremendous Growth in Near Future – openPR

OPM’s Shriver sees skills-based assessments, shared certificates as federal hiring strategies ripe for expansion – Federal News Network

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