A job description is a bit like a dating profile. As a recruiter, you’re putting your best foot forward, hoping to get some good bites from a very large pool.

Ask yourself, however: Would you swipe right on your job description?

Younger generations have evolving preferences for what they’re looking for in a job, making this a good time to consider rewriting job descriptions in order to attract Gen Z and adapt to the post-pandemic labor market.

“It never hurts to jazz up your job description a little bit, make it fun,” said Sam Chen, founder and CEO of Fetti, a software that matches job applicants with employers based on personal fit. “People want to know that they’re working at someplace enjoyable. And this could be just putting in an extra five minutes of effort to jazz up the tone a little bit.”

What do you want? Younger generations have made their concerns and preferences for the workforce clear. Many align with what workers want overall: transparent, flexible organizations that have a commitment to social good and offer strong mentorship, development, and career-path opportunities.

“[Gen Z] really want[s] to be at a company where they can contribute,” Chen said. “Highlighting what you can give the candidate beyond salary or benefits, highlighting things like growth opportunity, mentorship opportunities, or even just giving them a realistic preview of what the day-to-day of that job will look like” are all good ideas, he said.

Prioritize mission and values. Companies looking to better attract Gen Z should consider leading with their values, Chen explained.

Keep reading.—AK

HR pros and L&D folks spend loads of time finding, developing, and building workplace courses from scratch. But what if there was a way to lighten that load—with AI?

EdApp’s got a way. This mobile-first training platform just released AI Create, an AI-powered workplace training tool that cuts down course creation time for HR professionals.

Best part? It’s totally free.

With AI Create, you can design a new course in seconds (seriously, try it) by entering a single prompt. Topics include emotional intelligence in leadership, setting priorities and managing workload, and preventing unconscious bias, to name a few.

Get this: 2 out of 3 HR professionals said they saved 2+ hours of course creation time. Wanna join ’em? Give AI Create a whirl.

As the Supreme Court wrapped up its 2023 term, the justices delivered several decisions that could affect how HR pros do their work.

Here’s a look at four of those key decisions, and what they might mean for HR.

Affirmative action. The high court voted 6-3 to end race-conscious admissions in higher education on June 29, ruling that affirmative action programs at the University of North Carolina and Harvard University were unconstitutional.

While the decision won’t directly affect employers, it could have implications for their diversity efforts. Federal law bars employment discrimination based on race, but some companies have started setting diversity goals and publishing data on their progress.

“Employers have always been walking this tightrope of having targets and goals and not quotas,” Ian Carleton Schaefer, a partner in the labor and employment practice at Sheppard, Mullin, Richter & Hampton, told the Wall Street Journal. “This decision just snapped the tightrope.”

Religious accommodations. In a unanimous decision on the same day, the Supreme Court reinterpreted the “de minimis” standard for religious exemptions.

Keep reading.—CV

Out with the old and in with the new, or as the memers say: Friendship ended with recruiting on TikTok; now, Threads is my new social-media recruiting best friend.

Threads has made a splash in the social media landscape. Meta’s new social media app, which aims to rival Twitter, surpassed 30 million downloads the day it launched, according to its CEO, Mark Zuckerberg.

Social media platforms have long reshaped the way people do things, and HR teams and recruiters are no exception. With a launch far more successful than Zuck’s Metaverse, talent acquisition pros and recruiters might be wondering if Threads might impact how they source.

“There is not a place that I won’t look, and that is exactly why I signed up for it,” said Rachel Cupples, a senior recruiter for the software company Textio. “I’m on almost every app, and why not? I’m a recruiter.”

It might be easier for job-seekers using the nascent platform to gain the attention of recruiters, according to Bloomberg, but communication between candidates and recruiters is currently pretty limited.

Keep reading.—AD

Today’s top HR reads.

Stat: Approximately $800 billion in office real estate value may be lost by 2030, due to remote work. (McKinsey)

Quote: “I find myself oftentimes dropping hints about my age or experience to prove my ‘worthiness.’”—Tracey, a communications professional, on the ageism she faces as a woman in the workplace (HuffPost)

Read: In an effort to avoid political backlash, some companies are keeping their climate change efforts under wraps, known as “greenhushing.” (the Washington Post)