They’re bold. They’re fast. They’re surprisingly well-informed.
Welcome to the era of Gen Z — the newest generation stepping into the workforce with purpose, passion, and a playlist of ambitions.
As an HR Professional, I’ve had the chance to work with professionals across generations. But in the last two years, I’ve seen something shift: Gen Z candidates are not just looking for jobs — they’re building careers, communities, and personal brands, all before they turn 25.
It’s no longer business as usual.
Why Gen Z is Different — and Ahead
Raised in a hyperconnected world, Gen Z (born roughly between 1997–2012) has access to information at their fingertips. They follow global job market trends on TikTok, attend LinkedIn webinars during their university breaks, and know how to write a resume and a pitch deck.
Some even create mock interview videos for fun — yes, I’ve seen it!
Here’s what sets them apart:
- They value flexibility and autonomy more than rigid 9-to-5s.
- They care about purpose. Working just for a paycheck doesn’t cut it.
- They build skills on their own. Many come with certifications from Coursera, HubSpot, or Google before they graduate.
But with all that ambition comes new expectations — from employers and recruiters alike.
What Recruiters Need to Understand (and Change)
If you’re still screening candidates only based on GPA or years of experience, it’s time for a serious upgrade.
1. Look Beyond The CV
Gen Z applicants may not have long job histories, but many have freelance gigs, internships, community projects, or personal ventures that showcase initiative. Ask questions that reveal how they think, not just what they’ve done.
2. Rethink Job Descriptions
Ditch the jargon and unrealistic lists of 15+ requirements for an entry-level role. Instead, speak to growth, learning opportunities, and the impact the role will have.
3. Prioritize Employer Branding
Gen Z researches you as much as you research them. Your company’s values, culture, and work-life balance policies should be loud and clear — on your website, LinkedIn page, and during the interview.
4. Involve Them Early
Gen Z wants to be heard. Inviting young hires into brainstorming sessions, mentorship programs, or even social media content builds a sense of ownership early on.
Real Talk: Gen Z is Not “Entitled” — They’re Evolved
There’s a tendency to label young professionals as “demanding” or “too confident.” But I see it differently.
They’ve grown up watching global layoffs, climate change, AI revolutions, and digital disruption — they’re aware that the traditional job market is unstable, and that’s why they move fast, take risks, and seek meaningful work.
Instead of resisting their approach, it’s time we meet them halfway.
Final Thoughts
The future of work is already here — and it looks a lot like Gen Z.
As recruiters and leaders, we have two options: stick to outdated hiring practices, or evolve to attract, engage, and retain this dynamic, purpose-driven generation.
I choose the latter — because the energy, curiosity, and innovation Gen Z brings to the table is exactly what the workplace needs right now.
Instead of trying to control GenZ, we need to understand their mindset and design new policies accordingly to fill up that generational gap to make the workplace more productive and prevent chaotic situations of the job industry occurring day by day. And if we learn how to speak their language, they just might teach us a thing or two in return.
