Gen Z Hiring Trends - Is Your Recruitment Marketing Keeping Up?

In today’s ultra-competitive talent marketplace, one generation is rapidly reshaping the workforce: Gen Z. Born roughly between 1996 and 2012, these digitally savvy workers bring a fresh set of values and expectations to the workplace. They are hyper-connected, socially conscious and value a healthy work/life balance. For organizations looking to attract top talent and future-proof their workforce, it is imperative to understand and adapt their recruitment marketing strategies to this rapidly growing workforce segment.

Meet Gen Z: Introducing the Digital Natives

Gen Z is not just another generation. They have never known a world without smartphones, online communities and easy access to online information. They are very fluent in technology; however, they are also distinguished from previous generations by their values and expectations for the organizations for which they work.

Gen Z workers are looking for:

• Authenticity and transparency: They look deeper than corporate jargon and polished messaging. They will research company and leadership social feeds, as well as employee reviews, to uncover the true company culture, values and even salary ranges.
• Purpose and social mission: They want to work for companies that align with their values, such as advancing sustainability, championing equity and contributing to their communities.
• Flexibility and choice: They don’t consider remote or hybrid work options, flexible hours and mental wellness programs as perks—they are expectations. Having witnessed unprecedented global shifts, Gen Z places a high premium on work/life balance, mental health and a psychologically safe work environment.
• Development and learning: They are a very ambitious generation, eager to learn. They are very interested in companies that will invest in their growth through mentorship, reskilling and upskilling, especially in emerging technologies like AI.
• Technology and innovation: They are digital natives and expect that the companies they work for will embrace advanced technology and innovation.
• Competitive compensation with a caveat: They recognize the importance of financial security; however, a hefty paycheck does not replace the significance of their more personal values. They expect fair pay for their skills but may prioritize purpose or flexibility over the highest salary.

Gen Z workers do not view these factors as a trend; they see them as minimum standards that companies should meet. This means your recruitment strategy needs to provide information that matches the values that shape this demographic.

How to Adapt Your Recruitment Marketing to Attract Gen Z

To effectively engage this dynamic generation, your recruitment marketing needs a strategic overhaul. It’s more than just adding a few buzzwords; you need to craft a message that defines the work to be completed, highlights your benefits and creates a clear picture of your authentic company culture and values. This is the time to show – not tell – how you serve your employees and your community.

In addition, you must reach Gen Z where they are. When building your recruitment messaging and designs, make sure you build from a mobile-first platform. This group of workers are more likely to scan your site from a mobile device than from a desktop. Also, your application should be seamless and mobile-friendly. They are very quick to stop working on an application that is difficult, overly long or glitchy. This demographic is also likely to respond to fun, “real” TikTok-style videos and authentic stories from real employees.

Speaking of TikTok, you will need to look beyond LinkedIn to reach Gen Zers. Ensure your company has an active presence on Instagram, YouTube and even TikTok. With this generation, video is king. To appeal to them, move away from text-heavy content and produce short, authentic videos. Take the time to create interactive content like Q&As, live takeovers and “a day in the life” series featuring employees sharing their real stories and experiences.

Lastly, be transparent with your compensation information. Gen Z expects clear and honest salary data. It’s a test of the business’s trustworthiness and honesty.

Attract. Retain. Support: How to Retain Gen Z Talent

When you follow Gen Z hiring trends to attract talent, you can hire people who are hard-working and dedicated to professional growth; however, they are also very willing to leave a job that they believe is not a good fit. With that in mind, integration into your workforce culture and building a sense of belonging is key.

At Allegis Global Solutions, we advocate the benefits of mentorship and the advantages of a multigenerational workforce. Our North American employee resource group (ERG), Generations, helps bridge perspectives, encourages inter-generational collaboration and fosters mutual respect.

This internal focus on intergenerational synergy directly informs our expertise in helping clients attract and integrate Gen Z talent. We understand that a successful talent strategy attracts new talent and ensures a productive work environment where your teams can thrive.

Power Your Gen Z Recruitment Strategy with an Expert Partner

Gen Z has redefined the rules of workforce engagement. Now it’s up to talent leaders to rise to the challenge—with strategy, authenticity and intention.

Navigating the unique expectations of Gen Z requires a sophisticated approach to recruitment marketing. Allegis Global Solutions has decades of experience solving complex talent challenges. Powered by the specialized expertise of AGS Ignite, we can decode Gen Z hiring trends and turn those insights into effective ways for companies to develop and implement bold, future-ready recruitment strategies. We then bring your hiring campaign to the spaces where Gen Z talent is already listening.

Let’s unleash your potential and create a brand narrative Gen Z will engage with and act on.