Recruiting the newest generation of talent might feel like deciphering a whole new language. Generation Z, born between the mid-1990s and early 2010s, brings unique values to the workplace. But here’s the twist: They’re not as different as you might think. They want purpose, flexibility, and growth opportunities, and they want to work with people who truly “get” them. If you find yourself interviewing or onboarding someone from this tech-savvy cohort, here’s what you need to do to make a meaningful connection.
Gen Z’s core workplace desires are surprisingly relatable. They want to earn a fair wage, enjoy work, trust their leaders, and collaborate with great colleagues. What is different? They’re more likely to loop in their parents when making job decisions than previous generations. Employers should keep this broader audience in mind when crafting their appeal.
Gen Z craves meaningful work, but purpose doesn’t have to mean saving the world. They’re inspired by actions big and small—from environmental initiatives to a company’s commitment to treating employees with respect. Grab their attention by sharing stories illustrating how your company contributes to the greater good or improves life for its people.
Flexibility is another hallmark of what Gen Z values in the workplace. For them, flexibility is a given, not a perk. Growing up with laptops and smartphones, remote work and hybrid schedules feel natural to them. But it’s more than logistics; it’s about respect for their time and autonomy. Even during interviews, being open to virtual or unconventional approaches can signal that you’re on their wavelength and respect their preferences.
Raised on TED Talks and YouTube tutorials, Gen Z thrives on learning and development. They’re not just looking for a job; they’re looking for a place to grow. Clear career pathways, mentorship programs, and skill-building opportunities are expected.
A tech-savvy work environment is highly appealing to this generation. Gen Z has never known a world without Wi-Fi, and a workplace with outdated technology is an instant turnoff. They want tools that enhance productivity, creativity, and collaboration. Highlighting advanced software, streamlined workflows, or seamless onboarding processes can make your organization stand out as modern and forward-thinking.
For Gen Z, diversity, equity, and inclusion are much more important than the heated political rhetoric indicates. Just look at the ages and backgrounds of DEI’s antagonists. This generation expects workplaces to celebrate diversity and foster equity. Transparency is key, as measurable progress in DEI initiatives builds trust and credibility. Employers who share diversity metrics and employee testimonials demonstrate their commitment and authenticity.
Different industries can appeal to Gen Z in unique ways. For instance, tech and IT companies can emphasize innovation and collaboration through virtual events. Healthcare organizations can highlight the meaningful impact of improving lives and offer educational perks like tuition reimbursement. Retail and hospitality employers can focus on flexibility and creative roles that allow employees to influence the customer experience or merchandising. Manufacturers, often misunderstood by younger generations, can showcase their advanced technology, such as robotics or 3D printing, coupled with hands-on training programs.
Not every Gen Z applicant will have a stacked resume, but that doesn’t mean they lack potential. Employers can connect with these candidates by focusing on skills over experience. Highlighting transferable abilities in job descriptions opens doors to a broader talent pool. Gamified recruitment processes that incorporate challenges or simulations engage candidates and help to dynamically assess practical skills. Meeting candidates where they are—on platforms like TikTok, Instagram, and LinkedIn—with authentic, engaging content can further strengthen your appeal. Short-term opportunities, such as micro-internships or project-based work, allow Gen Z to explore industries while helping employers evaluate their potential.
Attracting Gen Z talent isn’t about fitting them into traditional molds; it’s about understanding their values and showing you care. By focusing on authenticity, flexibility, and growth, you’ll build a workplace that excites and inspires this dynamic generation.
Matt Gilbert is vice president of employer brand strategy at Appcast, a recruitment marketing platform based in Lebanon. Gilbert has developed and activated over 350 employer brand programs since entering the field. For more information, visit appcast.io.
