Generation Z is shaking up the workplace. Born between 1997 and 2012, these digital natives are entering the workforce with bold expectations, unique values, and a knack for spotting inauthenticity a mile away. If you’re an HR pro or hiring manager, you’ve probably noticed that old-school recruiting tactics aren’t cutting it anymore. According to the U.S. Bureau of Labor Statistics, Gen Z will make up 30% of the workforce by 2030. To attract this talent, you need to adapt—fast. This article shares actionable tips to recruit Gen Z effectively, with a focus on gathering candidate feedback at every step to refine your process and boost hiring success.
Who Is Gen Z and Why They Matter in Today’s Hiring
Generation Z includes anyone born from 1997 to 2012, making them roughly 13 to 28 years old in 2025. They’re tech-savvy, value-driven, and prioritize purpose over paycheck. Having grown up with smartphones, social media, and instant access to information, they expect efficiency and transparency in everything—including job applications.
Gen Z values flexibility, meaningful work, and a workplace culture that aligns with their ethics. They’re not just looking for a job; they want roles that offer growth, impact, and balance. With their growing presence in the workforce, ignoring their preferences is a recipe for empty talent pipelines. Companies that adapt now will secure the best of this generation.
Common Gen Z Hiring Problems Employers Face
Recruiting Gen Z isn’t without challenges. Many employers struggle to connect with this group because their hiring processes feel outdated or misaligned. Here are some common Gen Z hiring problems:
- Lack of Transparency: Gen Z craves clear communication. Vague job descriptions or unclear salary ranges turn them off.
- Outdated Job Portals: Clunky career sites or platforms that don’t work well on mobile devices frustrate tech-native candidates.
- Poor Mobile Experience: If your application process isn’t mobile-friendly, you’re losing Gen Z applicants who primarily use smartphones.
- Mismatched Expectations: Hiring managers who don’t prioritize flexibility or growth opportunities often fail to engage this group.
Feedback from candidates can pinpoint these issues. For example, using tools like Survale to collect post-application feedback helps you identify friction points and fix them before they deter top talent.
Gen Z Hiring Trends HR Should Know
To stay competitive, you need to keep up with Gen Z hiring trends. This generation’s preferences are reshaping how companies approach recruitment. Here’s what’s trending in 2025:
- Remote and Hybrid Roles: Gen Z values flexibility. A 2024 RippleMatch study found 68% of Gen Z prefers hybrid or remote work.
- Diversity and Inclusion: They expect companies to walk the talk on DEI, with 77% saying they’d only apply to organizations with inclusive cultures (Glassdoor, 2024).
- Fast Applications and Feedback: Gen Z wants quick, streamlined processes and prompt responses. Delays signal disorganization.
- Work-Life Balance and Growth: They prioritize mental health, clear career paths, and opportunities to learn over traditional perks.
Staying ahead of these trends means rethinking your approach. Candidate feedback can reveal whether your process aligns with these expectations, helping you tweak job postings or response times.
How to Attract Generation Z Employees (Tips That Work)
So, how to attract Generation Z employees? It starts with meeting them where they are and speaking their language. Here are practical tips to boost your recruiting Gen Z talent efforts:
- Streamline Job Applications for Mobile: Gen Z lives on their phones. Ensure your career site and application process are mobile-optimized, with short forms and easy uploads. Test it yourself—can you apply in under five minutes?
- Highlight Purpose and Values: Be upfront about your company’s mission and impact. Gen Z wants to know how their work matters. Share stories of employee contributions in job postings or on social media.
- Showcase Culture with Short-Form Content: Use TikTok, Instagram Reels, or YouTube Shorts to give a behind-the-scenes look at your workplace. A quick video of a team meeting or employee testimonial can resonate more than a lengthy job ad.
- Gather Feedback to Improve: Use tools like Survale to collect candidate feedback after every application stage. Did they find the process clear? Was it too long? Their insights help you refine your approach and attract more Gen Z talent.
For example, a tech startup I worked with revamped their career page to include a 30-second video of employees sharing why they love their roles. Applications from Gen Z candidates jumped 25% in two months. Feedback showed the video made the company feel “real” and approachable.
Creative Ways to Recruit Gen Z Talent
Recruiting Gen Z talent requires thinking outside the box. Traditional job boards like Indeed or LinkedIn are fine, but Gen Z spends more time on social platforms and niche communities. Try these creative strategies:
- Run Paid Social Media Ads: Platforms like TikTok, Instagram, and YouTube Shorts are where Gen Z hangs out. Create short, engaging ads showcasing your culture or job perks. A quirky 15-second clip can outperform a static job post.
- Gamified Assessments or Job Previews: Offer interactive quizzes or virtual job simulations to engage candidates. For instance, a retail company used a gamified assessment to test problem-solving, attracting 40% more Gen Z applicants.
- Partner with Schools and Communities: Connect with universities, coding bootcamps, or online groups like Discord communities. These are goldmines for young talent.
- Ask for Feedback: Post-interview or post-application surveys (via tools like Survale) show candidates you value their input. Plus, their responses help you spot gaps in your process—like a confusing job form or slow follow-up.
One company I know ran a TikTok campaign featuring employees doing a “day in the life” challenge. The campaign went viral, driving 500+ applications from Gen Z candidates in a week. Feedback from applicants highlighted how the authentic vibe drew them in.
Gen Z Job Application Experience: What They Expect
The Gen Z job application process needs to be fast, intuitive, and personal. This generation expects a seamless experience that respects their time and preferences. Here’s what they want when recruiting Generation Z:
- Mobile-First Design: Your application portal must work flawlessly on smartphones. Avoid tiny text or buttons that don’t click easily.
- Fast Response Times: Gen Z expects updates within days, not weeks. A 2024 Jobvite survey found 62% of Gen Z candidates abandon applications if they don’t hear back within a week.
- Personalization and Feedback: Generic rejection emails feel cold. Offer specific feedback, even if it’s brief, to show you value their effort.
- Short Application Time: Keep forms concise. If it takes more than 10 minutes, you’re likely losing candidates.
Collecting feedback at every stage is key. For example, a Survale survey can ask candidates, “Was our application process easy to navigate?” or “Did you feel informed about next steps?” Their answers help you create a Gen Z job application experience that stands out.
I once helped a mid-sized firm overhaul their application process after feedback revealed it took 20 minutes to complete. By cutting unnecessary fields and adding a progress bar, they reduced drop-off rates by 15% and saw more Gen Z applicants follow through.
Final Thoughts
Recruiting Generation Z isn’t just about filling roles—it’s about building a process that resonates with their values and expectations. From mobile-friendly applications to transparent communication, every step matters. By staying on top of Gen Z hiring trends and addressing Gen Z hiring problems, you can create a hiring experience that attracts top talent. Most importantly, don’t skip gathering feedback. Tools like Survale let you collect insights from candidates at every stage, helping you refine your approach and stay competitive.
Ready to level up your hiring? Check out our candidate experience surveys for more ways to optimize your process and win over Gen Z talent.
FAQs
Build experiences that are fast, mobile friendly and speak to growth opportunities and purpose. Source from channels they frequent like social media and keep messages engaging and short. Keep the hiring process streamlined and fast paced and always gather feedback to ensure that your efforts to properly engage them are paying off.
Gen Z are phone native so optimize all your applications for speed and ease of application on mobile phones. Take advantage of conversational interfaces as much as possible. Showcase your company with short form video content in Tik Tok like video. And make sure that these short form pieces speak to the purpose and mission of the company.
Partner with schools, coding bootcamps or online communities like Discord. Try gamifying assessments and job previews and of course use paid content on platforms like Tik Tok that focus on job perks and the people at your company.
Gen Z looks for flexibility with a high percentage interested in hybrid WFH options. They want to find purpose in their work and are looking for a company that is committed to diversity and inclusion. With a strong focus on mental health, Gen Z is also keen to find a positive work/life balance.
Gen Z values transparency. Be up front and truthful. Don’t be vague about job descriptions or salary. And like all generations, you can’t over communicate when it comes to keeping job seekers informed. Be straightforward and communicate often.
