Here Are 6 Ways to Attract and Retain Millennials in the Software Industry

Recruiting and hiring Generation Z (born between 1997 and 2012) and millennials (born between 1981 and 1996) requires a unique approach, as these generations have distinct expectations and motivations when it comes to their career paths. To effectively attract and retain them, employers must understand their needs and how they view the employment market. When considering how to best acquire applications from Generation Z, employers should consider developing marketing strategies to appeal to them. This could include creating social media campaigns or utilising digital platforms to reach potential candidates. Additionally, employers should consider offering flexible working arrangements, competitive salaries, and meaningful work opportunities to appeal to Gen Z and millennial candidates. In regards to what they hope to gain from a workplace, Generation Z values collaboration, creativity, and career development opportunities. They also prioritise meaningful connections with their colleagues and the chance to make an impact. As such, employers should be sure to highlight these benefits when recruiting and hiring Gen Z and millennial candidates.

Need some help finding the answers to such questions? Come on, we need to get started.

In the labour market, who are the members of Generation Z?

In recent years, the workforce has seen an influx of members of Generation Z, or Zoomers, who are the youngest generation yet. Generation Z, those born between 1997 and 2012, are still relatively young, but they have already begun to have a substantial impact on the practices of Human Resources (HR). Growing up in a world where technology was pervasive, this generation has been shaped by the events of the 21st century and is on the forefront of change.

Generation Z is driven by the recognition that there is no limit to what they can achieve and are determined to make an impact on the world. Nevertheless, only 4% of this demographic feel that their education has adequately prepared them for the challenges of the modern workplace.

In order to remain competitive and ensure success in the future, it is essential that businesses remain aware of the changing generational trends. To ensure they remain attractive to, and able to retain, members of Generation Z, businesses must be cognizant of their unique needs and preferences. Generation Z is the next generation to enter the workforce, and businesses must be prepared to successfully engage this new generation to ensure their own success. To do so, businesses must take the necessary steps to understand the needs and preferences of those in Generation Z, and create an environment that will be conducive to their success.

How do you get applications from Generation Z?

  • Better Google’s job advertisements

    In order to maximise visibility for available job opportunities, it is recommended to optimise the employment pages on Google. This will ensure that when individuals search for terms such as “software developer in New York,” your open job listings will appear in the search results. Additionally, it is suggested to discontinue the use of other platform options, so that the focus is solely on Google optimisation.

    It is possible that there is content within these advertisements that may resonate with millennials and Generation Z, such as the option to work remotely or access to health insurance. To maximise the efficiency of the application process and to provide the best experience for applicants, it is essential to include as much information as possible when posting jobs online so that prospective candidates can easily find them on Google.
  • Avoid awkward situations by communicating with them through SMS.

    Gen Z has had more exposure to technology than any prior generation.

    Research has demonstrated that practically all American adolescents aged 13 to 17 possess a smartphone. However, members of Generation Z are not particularly enthralled by the idea of using a telephone. An additional study revealed that if compelled to select between messaging and phone applications, 73.4% of American millennials and Generation Zers would opt for the messaging app.

    Today’s most popular method of contact is the informal text message rather than the phone or email.

    Investing in dedicated software to automate your recruitment text message sending can help you keep applicants informed about the interview process, assessment protocols, who the hiring managers are, what the employee value proposition is, and any other relevant details. This platform can help you ensure that all applicants have the necessary information to make an informed decision regarding the job opportunity.
  • Promote your company by showcasing its diverse workforce.

    A recent study conducted by iCIMS on behalf of the Class of 2021 has revealed that a majority of graduating seniors, 58 percent, have placed a significant emphasis on finding companies with diverse workforces when searching for employment opportunities.

    When compared to generations that preceded it, Generation Z is composed of individuals from a wide array of backgrounds and perspectives. This is likely why members of this generation place a particularly high value on diversity in the workplace. As such, it is unsurprising that they prioritise diversity in their professional environments.

    Applicants from Generation Z are more likely to conduct research on a company’s reputation, as well as its diversity, equality, and inclusion initiatives, prior to considering employment opportunities. Additionally, this demographic is not likely to be swayed by generic marketing materials, such as mission statements that make mere promises of diversity, or stock photographs.

    Consequently, it is essential to ensure that your brand identity is consistent throughout all channels, as members of Generation Z are more likely to be doubtful of your authenticity and lose interest in your business if there is a lack of uniformity in your branding.
  • Put your social media skills to use by posting job openings

    Research has shown that users between the ages of 18 and 24 are significantly more likely to use popular social media platforms than other age groups. Specifically, it has been found that 55% of TikTok users, 75% of Snapchat users, and 75% of Instagram users fall within this age bracket, with an overall percentage of 76%.

    In July 2021, TikTok launched a trial version of its résumé tool, providing users with the ability to submit job applications without having to leave the app. Additionally, Snapchat has created several unique features which enable major companies to use the app in order to attract and interact with potential job applicants.

    Build up engaging job boards. Use well-known social networking platforms to make the application process easier for Generation Z candidates.

Tips for attracting and hiring millennials

  1. Spend more time and energy on campus recruiting: Maintaining communication with educational institutions is a great way to access potential members of Generation Z. To make the recruiting process more efficient, consider transitioning your approach to an online platform. Implementing a recruiting system could help you to organise, store and manage the applications of qualified candidates.
  2. Create a better job-hunting website: The development of an effective recruitment strategy for Generation Z, who have been raised in an era of digital technology, should begin with a focus on optimising the company’s career page. As you look to revamp this page, it is important to consider the following guidelines to ensure that it succeeds in engaging potential job seekers from this demographic.
    1. Do not forget to include the benefits and compensation packages.
    2. Integration of images and videos is encouraged.
    3. It’s important to have a consistent brand and messaging.
    4. Make sure it has an appealing aesthetic.
    5. Compile a list of testimonials from staff members.
    6. Try putting your “About Us” section first.
    7. Be sure to outline your goals, values, and vision.
  3. Customise your messages: Starting a professional community on popular messaging platforms such as Slack, WhatsApp, and Telegram is an excellent way to build a network of talented people. To ensure a successful interview process, it is important to keep potential candidates informed regularly. Once an offer is made, you can further welcome your potential new recruit with a personalised care package to show your appreciation.
  4. We need better job descriptions, so When it comes to creating job postings, it is important to use plain language to ensure that the right candidates are being targeted. To ensure that the posting is as effective as possible, it is important to include a list of the most important work tasks and desired learning objectives in the form of bullet points. It is also beneficial to include a description of a typical workday in the position to provide further clarity to potential applicants.
  5. Establish a peer-to-peer network among your staff: Referrals are the primary means of recruitment for Gen Z candidates, so it is essential to leverage your existing team to attract new talent. To get the word out about any open positions, have your team members share information about them on their personal social media accounts. This will give potential hires a more authentic view of the company’s culture, as the material is created by employees themselves.
  6. Make the process of applying entertaining for the candidate: In order to attract talented programmers from the Generation Z demographic, businesses must create a streamlined hiring process that appeals to the demands of prospective Millennial employees. By streamlining the hiring process, businesses can ensure that they are able to efficiently identify and recruit the most qualified applicants, thus providing the opportunity to secure top talent from the Generation Z cohort.

The six-step procedure of efficient and rapid recruiting is as follows:

  • Create an employment profile
  • Get on the lookout
  • Take a phone interview to determine eligibility
  • Challenge distant coders with a contest
  • Talk-to-camera interview
  • Send up your bid and get on board.

Keeping the current generation of workers is a challenge.

Some things you can do to keep your Gen Z employees happy are listed below.

  • Demand safety in your employment

    Millions of Americans faced economic hardship as a result of the Great Recession of 2008, which had a particularly profound impact on the members of Generation Z, many of whom were infants or toddlers at the time. They may have been too young to understand the implications of the crisis, but the experience of watching their parents struggle to make ends meet may have left an indelible impression on them. As a result, it is hardly surprising that today’s youth are seeking greater financial security and stability in their employment than their parents experienced.

    This generation is also more likely to hold a second job as a means of financial security. This necessitates the following actions from the employer:
  • Candidates should be able to complete the coding tasks regardless of their physical location.
  • Insist that they find ways to supplement their main source of income. Recognise and acknowledge your moonlighting.
  • Do not interfere too much with their task.
  • It is evident that 40% of Generation Z employees are choosing to remain in their current roles if they have the potential to offer them professional development opportunities. This is according to a recent study conducted on the matter. Therefore, it is important for individuals to take the time to evaluate the possibilities for personal growth that their current profession may provide.
  • Create a setting that pushes them while also providing a number of ways they may better themselves.

You may also provide perks like the ones below.

  • Medical insurance
  • Insurance for the disabled
  • Life cover
  • Pensions and other saving strategies
  • Financial incentives and bonuses
  • Paid vacation time
  • A right to time off
  • Positions with varying degrees of rigidity

Where can you find prospective employees who belong to Generation Z?

The following are some places you may go to find qualified members of Generation Z to fill open positions:

  • LinkedIn: LinkedIn Talent Solutions gives you access to the benefits of data-driven hiring.
  • Conversational Hubs: Using platforms such as Quora and Reddit can be beneficial for businesses in multiple ways. Such platforms allow businesses to target a specific audience and build relationships with potential young employees. Additionally, using these channels can help to increase brand recognition and visibility.
  • Platforms for social media: Social media networks such as Facebook, Twitter, Snapchat, TikTok, and Instagram can be powerful tools to help you locate and join specific communities, philtre out any irrelevant content, and create an effective platform to promote and share your organisation’s culture and values with your current employees. This can help boost morale, increase brand awareness, and improve customer relationships.
  • Programming competitions online: Meeting talented young programmers is easy at hackathons like MHacks, HackMIT, Junction (hackathon), and HackTX.
  • Works: Works provides businesses with an intelligent way to source millennial programmers. The Talent Cloud from Works combines the power of artificial intelligence with an advanced suite of tools to help businesses identify, assess, recruit, and manage the most qualified remote software engineers. This innovative solution provides an efficient and cost-effective way to access the best talent available.


Recruiting members of Generation Z can feel like an intimidating task, seeing as it can often be challenging to identify the specific needs of this generation. Nevertheless, it is important to remember that Gen Zers are tech-savvy, ambitious individuals looking for a mentor-like figure to help guide them in their professional endeavours. In order to successfully recruit and retain these individuals, employers must demonstrate an understanding of their beliefs, as well as create a work environment that reflects those values. This will show Gen Zers that their employer is invested in their personal and professional growth.

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