Hiring: Best Ways to Recruit and Retain Gen Z Employees

Generation Z is growing up fast. Many of them are now in their early to mid-twenties, and they’re starting to make a big impact in the job market. By 2030, they’re expected to make up about 30% of the workforce.

For many companies, finding the right people to hire is getting harder—and keeping them is even tougher. That’s why businesses need to find ways to appeal to workers of all ages, especially the younger crowd.

We’ve put together seven simple tips to help you attract and hire more Gen Z workers. And because keeping good employees is just as important as hiring them, we’ll also share some advice on how to make them want to stay.

Make Sure Your Job Postings are Mobile-Friendly

Generation Z was born between 1997 and 2012, so they grew up using the internet and smartphones. To hire and keep Gen Z workers, companies need to be comfortable with technology and use it for both hiring and daily work.

Today, more than 65% of job applications are sent from phones. This shows that it’s not just Gen Z—people of all ages want to apply for jobs using their phones.

To get more applicants:

• Make sure your job posting is easy to read on a phone.
• Keep the application form simple and fast to fill out.
• Test your job page on different devices to make sure everything works.

If applying takes too long or doesn’t work well on a phone, many people may not finish the process.

Recruit Using Text Messages

Since most people now apply for jobs on their phones, it makes sense to use text messages to reach younger job seekers—especially Gen Z.

Research shows that texting works better than email:

• Only about 20% of emails are opened, but 98% of text messages are read.
• Emails get a reply only 6% of the time, while texts get a reply around 45% of the time.

Using text messages is a faster and more effective way to connect with today’s job candidates.

Do Virtual Interviews

One easy way to make hiring faster and more convenient is to offer virtual job interviews. Video interviews are easier for many people because they save time and are simpler to schedule.

Gen Z is very comfortable using video tools like Zoom, Microsoft Team and Google Meet. If they’re choosing between two companies, the one that offers a video interview might stand out more.

Studies show that:

• 82% of Gen Z candidates feel more comfortable doing interviews by video.
• 76% have turned down job chances when companies required in-person interviews at the start.

Using technology in your hiring process makes things smoother for candidates—and that can help more of them say "yes" to your job offers.

Use Social Media

About 81% of Gen Z spends at least one hour a day on social media—and more than half spend over three hours. Also, 73% of job seekers aged 18–34 have found jobs through social media.

That’s why it’s important for companies to recruit on social media and stay active online. Even if you’re not familiar with some platforms, your future employees probably use them every day. In fact, 75% of job seekers check a company’s values on social media before they apply.

Social media isn’t just useful for hiring—it’s becoming the main way to reach young talent.

Many companies already use platforms like TikTok to hire Gen Z, and it’s working: 46% of Gen Z say they’ve gotten a job or internship through TikTok.

You can also use social media to connect with your current team. Share company news, celebrate employees, and post fun updates. This helps build a strong online image and shows Gen Z that your company is a fun, modern place to work.

Offer the Right Benefits and Perks

Benefits and perks at work are important to everyone, and Gen Z is no different.

So, what benefits do Gen Z care about most?

According to Forbes, Gen Z is asking for more than previous generations. They want things like mental health days, the option to work from home, legal and pet insurance, travel perks, help with tuition, student debt relief, access to live event tickets, and even help with emergency funds.

One of the biggest things Gen Z wants is a good work-life balance. This matches what we found in our Toxic Work Environment Report, where employees said they would like more opportunities to grow in their careers and better balance their work and personal lives.

Offering these kinds of benefits will help employers meet the needs of Gen Z.

Here are some ideas for offering the flexibility that Gen Z is looking for:

1. Offer More Paid Time Off (PTO): Giving employees more time off helps them recharge and maintain a healthy work-life balance.
2. Switch to a Four-Day Work Week or Offer Flexibility in Work Hours: You can try offering a four-day work week or give employees flexibility with their hours, allowing them to adjust within the 9-5 schedule.
3. Remote Work Options: If possible, offering the option to work from home is a huge draw for younger generations, giving them more control over their environment.
4. Focus on Employee Mental Health:
• Offer wellness days to allow employees to take time for self-care.
• Provide health insurance that includes mental health coverage.
• Cover the cost of gym memberships or fitness studio classes to help employees stay healthy and reduce stress.
5. Employee Development Opportunities: Supporting employee growth helps with retention. Here’s how to do it:
• Promote from Within: Give employees opportunities to move up in the company.
• Provide Ongoing Feedback: Regular performance reviews help employees improve and feel valued.
• Pay for Educational Opportunities: Support growth through seminars, books, and online courses.
• Help Employees Set Goals: Use a Growth Plan to help employees set, track, and achieve their career goals.

These approaches can help make your workplace more attractive and supportive for Gen Z employees.

Focus on Diversity and Inclusion

Gen Z is the most racially diverse generation in American history, and they care deeply about social issues. They want equality, and that includes their workplace.

DEI (Diversity, Equity, and Inclusion) consultant Agatha Agbanobi shared some helpful advice: "Potential employees want to see themselves at all levels of a company, both now and in the future. Representation matters, especially for those who don’t often see themselves reflected in leadership."

Here’s how you can focus on diversity and inclusion in your company:

1. Start with Your Job Descriptions:
• Remove gender-biased language.
• Highlight your company’s values, especially around equity and inclusion.
• Include compensation in job descriptions. This helps address pay transparency, which is especially important for women and people of color. It also speeds up your hiring process since candidates can self-select based on what’s offered.
2. Create a Consistent Hiring Process:
• Having a clear, consistent process ensures that every candidate has a fair shot at the job. 
• It also helps you provide equal treatment to all applicants.
3. Diversify Your Referral Network:
• Employee referrals are 18 times more likely to lead to hires than applicants from job boards. 
• This approach helps build diversity while improving hiring success. By implementing these practices, your company can attract and retain a more diverse workforce and make Gen Z feel valued and included.

Strengthen Your Company Culture (and Share It Online)

Many Gen Z employees want to work for a company where they can connect with the culture and feel like they’re part of something bigger. They seek more purpose and meaning, not just a job. In fact, one report found that 77% of Gen Zers want to work for a company whose values align with their own.

Here’s how you can strengthen your company culture:

• Clearly Define Your Core Values:Make sure your company values are clear, and use them as a guide when hiring new employees. This helps attract people who share similar beliefs.
• Hire for Culture Fit:Look for candidates who align with your company culture and values. A good culture fit helps ensure a more harmonious workplace.
• Regularly Check in with Employees:Stay connected with your team through one-on-one meetings and engagement surveys. This shows that you care about their thoughts and feedback.
• Make Employees Feel Valued:Recognize and appreciate your employees' contributions to foster a positive work environment.
• Host Workplace Activities:Organize activities like team-building events, happy hours, or volunteer days. These events help employees feel more connected and engaged.

To make sure your company culture is visible to Gen Z job seekers, actively manage your employer brand online.

• Use employer review sites like Glassdoor to showcase your culture.
• Encourage current employees to share their experiences working with you.
• Respond to negative comments professionally, showing that you care about improving.

By strengthening your company culture and sharing it online, you’ll not only attract Gen Z talent but also build a workplace where employees feel proud to work.

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