Don’t Stop Here

Gen Z and The Future of Candidate Experience

We had a discussion with Frederik Fahning, the co-founder & managing director of Zenjob about Gen Z and how you should think about Talent Acquisition & Candidate Experience.

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 What problem(s) within talent acquisition did you set out to solve when founding Zenjob?

With our clients we witness a big relief in terms of bureaucracy. Talent acquisition can cause a lot of recruiting costs, meaning time consuming and strenuous back and forth and paperwork. We take away a big burden that lies between talents and employers, as both parties are empowered with the usability and speed of modern technology.

In our app talents have a real choice between jobs. Usually there is not such self-determination for talents to decide when/for whom/for how much they want to work.

We give that powershift to the talents instead of having them walk around for months looking for ONE company to work for.

On the other side, there is rarely a chance for companies to find flexible staff on demand. We clearly solve that problem as our time from order to shift can be as little as 20 min, if necessary. 

How exactly does Zenjob use technology to help businesses bridge the gap between employers and employees?

Our desktop app (booking platform) and mobile app work hand in hand to show real-time requests and offers just like a marketplace. Online marketplaces are a very “common” tool. People are used to the functionalities and it works brilliantly in HR. 

Technology ensures speed, quality and hassle-free administration. Moreover it helps to accelerate communication, feedback and admin tasks (i.e. check-in or onboarding documents).

How do you expect the rising role of technology to affect the way employers and candidates interact?

We know that Gen Z is the most digital Generation of all. To be fully digital means to be fully accepted by the younger generations. It will be easier to communicate with them and there is clearly more transparency, both on the candidate’s and the employer’s side.

It gives better control to both parties when shifts and salaries are documented online, which is crucial for a fair work relationship.

Technology can also assure a better match taking into account all relevant parameters.

In what other ways do you think data and algorithms can or should be implemented to provide more value to employers and candidates?

Our matching algorithm is proved to work, it helps immensely when looking for the right candidate. Moreover, ratings are important and people trust them, so we use them. We believe ratings should go both ways, to ensure that both candidates and employers have a mutual good experience.

Very importantly, we only collect valuable data for work, not discriminating against race, religion or gender. I think it’s crucial in today’s world to have a sensitive and professional understanding of private data.

On a very positive note, algorithms exclude human failure, prejudices and stereotypes. They enable both parties to work on a cost effective basis therefore reduce variable costs.

Looking ahead, what do you think will be the key trend enablers for offering a better candidate experience in the future? 

As our surveys with Gen Z have shown, self-determination at work and flexibility. Both parties don’t like fluctuation. It’s important to be able to choose in order to make a commitment. So enabling the power to choose the right job for oneself will enhance any candidate experience. Technology will facilitate this trend.

This is exactly some of the things that we will touch upon in our Masterclass with HRtechX Tuesday, December 1. 

Read more about the masterclass here.


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