March 2019
March 2019

Editors Letter

Dialing into the next generation

A graduate recruiter recently told me that Generation Z have grown up always having smartphones so they understand that information is always just a thumb climb away. As someone who was born into this ‘digitally native’ Gen Z cohort, this is a generational characteristic that I can vouch for. I can recall purchasing my first no-frills Nokia Slide in Year Five when I first started walking to school. After a couple of years, my hot pink Nokia was traded in for a Blackberry Curve. It wasn’t long before this device was ditched for an iPhone - after realising that this phone would enable me to download the social media apps that I wanted.

The point that I’m trying to make here is that I can’t remember a time without having a mobile phone. For as long as I can remember, texting, and communicating via social media, has been the go-to communication of my generation. Experts have gone as far to say that Gen Z have developed an entirely unique way of communicating because of it – defined by shorthand, acronyms and abbreviations. And whilst some employers want ‘digitally native’ Gen Z recruits in their organisation some argue that they lack other work-ready skills.

In this issue, Recruitment Grapevine asks recruiters whether they should be ditching the traditional ways of communicating, and advertising jobs, to appeal to Gen Z candidates. Additionally, we explore the recruitment scene in Cornwall as well as how recruiters can make the most of social media hashtags.

Sophie ParrottSignature Sophie
Sophie Parrott - Staff Writer




Publishing Team