Hiring the next generation: Tips from a millennial

Hiring Gen Z — those born between 1997 and 2012 — requires understanding what makes this generation distinctively different from the Millennials and Gen Xers who have dominated the workforce for the past two decades. Gen Z’s values, expectations, and communication preferences shape how they respond to employers, and organizations that don’t adapt are finding it harder to attract and retain this talent.

What Gen Z actually wants

The research is consistent: Gen Z prioritizes authentic values alignment, opportunities for rapid skill development, clear and transparent communication, flexibility in how and where they work, and mental health support. They are deeply skeptical of corporate-speak and can identify inauthentic employer branding almost immediately.

Diversity, equity, and inclusion

Gen Z is the most racially and ethnically diverse generation in US history, and they care deeply about (DEIB) in their workplaces. They evaluate employers not just on stated commitments but on actual outcomes — representation data, pay equity disclosures, and the lived experiences of employees from underrepresented groups. Organizations that are serious about Gen Z recruiting need to demonstrate — not just claim — progress on why DEIB is important.

The recruitment experience

Gen Z expects a fast, digital-first, transparent recruitment process. They will apply to companies that make the process easy and withdraw from processes that are unclear or slow. They also expect to be told clearly and promptly when they’re not being moved forward — leaving candidates in the dark is a guaranteed way to earn negative Glassdoor reviews.

Practical recommendations

• Streamline your application process to be mobile-first and completable in under 15 minutes
• Be specific about career development paths in your job descriptions
• Train hiring managers to talk authentically about culture rather than reciting corporate values statements
• Move fast — Gen Z candidates who are kept waiting for two weeks will accept competing offers
• Follow up promptly with all candidates, including those who aren’t advancing