Surviving a global pandemic changed everything, from how we communicate to how we work to what workers expect from a job.
Many called the period that followed the initial months of the pandemic the Great Resignation. But that was just the beginning.
Now? We’re in the middle of the Great Rebuilding, and Gen Z is leading the charge. To hire effectively today, we need to understand who’s applying and what they are seeking. If you’re interviewing Gen Z, the next generation of workers, here are some important considerations.
The U.S. Department of Labor reports that Gen Z (those born between the late 1990s and early 2010s) has now surpassed Baby Boomers in the workforce. By the second quarter of 2024, Gen Z workers made up almost a fifth – 18% – of the labor force in the United States.
Born into a fully connected, always-on world, Gen Z has grown up with constant access to information, shifting social norms and an unprecedented pace of change. They’ve lived through the pandemic, witnessed economic uncertainty in their formative years, and watched entire industries pivot overnight.
They value speed, clarity, inclusion and purpose. And they expect the same from their employers.
This is the generation that will Google your company while sitting in the interview chair. The ones who want to know not just what they’ll be doing, but why it matters. They don’t just want a job. They want alignment.
So how do you connect with Gen Z talent in an interview setting?
Stop saying, “That’s the way we’ve always done it.”
It’s the fastest way to lose them.
Interviewing Gen Z requires a mindset shift. This generation is used to constant updates, from apps to algorithms. If your processes feel outdated or clunky, they’ll assume your company is, too. High pay isn’t everything. Can you offer flexibility? A voice? A culture that cares?
Be Direct, and Expect the Same
If you don’t communicate clearly, you’ll lose them to another company. Today’s job market is competitive, and Gen Z is ready to make moves now.
When they answer quickly and confidently, it’s not arrogance. It’s efficiency. Gen Z grew up with immediate access to answers, so they tend to communicate with clarity and speed. Don’t misread it. Instead, match their energy. Keep the conversation crisp and transparent.
Flexibility Over Free Pizza Fridays
While free snacks are nice, what really matters? Time. Can they shift their start time to accommodate school or childcare drop-off? Flexibility is currency for this generation.
According to World Economic Forum research, 73% of Gen Z workers are seeking permanent flexible work alternatives. In other words, they’re not as interested in a 40-hour, 9 to 5 job, as they are in alternatives like four-day work weeks or the freedom to make their own hours.
Attracting Gen Z talent means recognizing that they prioritize a better work-life balance, with 32% blaming stress and anxiety they feel in their jobs to a poor work-life balance. A Gallup poll also reported that a whopping 68% of Gen Z and young millennials feel a significant amount of stress in their jobs.
This should concern you as a hiring manager if your goal is long-term growth and retainment for the employees you hire. Stress and burnout influence both. That’s why flexibility – whether in the form of hybrid or remote work, a flexible schedule or other alternatives – is critical to promote and in the end, can lead to better mental health among your workforce.
Show Your Culture. Don’t Just Say It
Talk about your team, your values, your culture. Show candidates what it feels like to work at your company. Is it collaborative? Do employees have a voice? Can someone with no experience rise quickly? These are the stories Gen Z wants to hear.
It’s also important to illustrate a culture of inclusion—not just in words, but in actions. While national conversations around DEI (Diversity, Equity, and Inclusion) have drawn attention in recent years, Gen Z continues to value workplaces that demonstrate fairness, respect, and alignment with their personal values.
Research shows that Gen Z places importance on ethical company practices and inclusive environments. In fact, a Deloitte study found that 77% of Gen Zers consider it important to work for an organization that shares their values. Being transparent about your company’s efforts toward fostering a respectful and equitable workplace can make a strong impression—especially when these efforts are grounded in real, ongoing initiatives rather than vague promises.
Emphasize your proactive commitment to cultivating a culture where everyone feels welcome, heard, and empowered to contribute.
Talk Growth, Not Just Goals
Gen Z isn’t just looking for a job—they want a path. They’re driven by the opportunity to grow, make an impact, and feel connected to their work.
That means you can’t just talk about responsibilities and KPIs. Show them how they’ll evolve. What skills can they gain? What does upward mobility look like at your company?
A Gallup poll found that over half of Gen Z employees feel disengaged at work. That’s often because they don’t have strong relationships with managers or a clear sense of future opportunities. When young talent can’t see a future with you, they’ll look elsewhere.
Want to retain Gen Z? Talk to them about growth on day one.
Bottom Line
You might be worried about changing your mindset in how you hire employees today. But this is the mindset of the people running your day-to-day operations. Meet them where they are, and you’ll build a stronger, more invested workforce. Ignore it, and you’ll spend more time (and money) replacing people than retaining them.
You don’t have time to waste. Let us bring the right people to your table, and help you keep them there.