The world of work is changing, and hiring Generation Z requires a fresh approach. These young professionals grew up in a different environment from previous generations, bringing new perspectives and expectations. They seek flexibility, strong values, and career growth opportunities. To attract and retain them, businesses must evolve by adopting modern recruitment strategies, digital tools, and a workplace culture that meets their needs.

How Gen Z feel about work

Gen Z, born between 1997 and 2012, sees work differently from their parents. Unlike previous generations, they don’t view a job as a lifelong commitment. They prioritise well-being, work-life balance, and purpose over stability.

Growing up in the digital era, they have endless career choices and access to vast amounts of information. This makes them more likely to experiment with different jobs until they find the right fit.

What do they look for in a workplace?

  • Flexibility: they want control over when and how they work;
  • A dynamic and inclusive work environment: culture matters as much as salary;
  • Clear growth opportunities: career progression must be transparent;
  • Alignment with company values: ethics, sustainability, and diversity matter;
  • Digital-first experience: recruitment and work processes must be smooth and tech-driven.

Strategies for attracting and hiring Generation Z

If you want to hire and retain young Generation Z talent, you will need to transform your approach, acting on three main fronts: the recruitment process, the perceived value of the brand and the use of modern technology.

Adapting the recruitment process

The recruitment process needs to be more flexible and tailored. Learn how to speed up the selection process while improving the candidate experience.

  • Optimise time: Generation Z expects fast and simple selection processes. Too long or complex a process can put off even the best talent.
  • Offer flexibility: to attract the best candidates, it is vital to offer working arrangements that allow for a good work-life balance.
  • Personalise the experience: providing timely feedback, clearly communicating the next steps in the process and involving the candidate builds trust and reinforces a positive perception of the company.

Building a strong Employer Brand

A strong Employer Brand makes a company stand out in a competitive job market. Gen Z wants to work for businesses that share their values and offer purpose-driven careers.

  • Showcase your values: six in 10 Gen Zs (61%) believe they have the power to drive change within their organisations. They don’t just want to work for a company; they want to be part of something meaningful. Businesses that promote sustainability, inclusion, and ethical business practices will attract the best talent.
  • Be active on digital platforms: Gen Z researches potential employers on LinkedIn, social media, and career websites before applying. Companies that invest in digital employer brand have a clear advantage.
  • Celebrate employee success: businesses that invest in their workforce attract and retain the best talent. Highlighting real employee stories and career growth opportunities makes a difference.

Improving recruitment with technology

Gen Z grew up in a digital world, so they expect companies to use innovative technology in the recruitment process. Here is how your company can use technology to your advantage:

  • Intuitive hiring platforms: use intuitive apps and software that simplify the application process like Jobby UK;
  • Smart matching: artificial intelligence-based solutions can help your company identify the best candidates quickly, increasing efficiency.

gen z in the workplace

Case studies of companies attracting Gen Z

More and more companies are taking an innovative approach to hiring Generation Z, using advanced digital tools for recruitment and staffing. Jobby UK new features, such as artificial intelligence and smart matching, allow you to quickly identify ideal candidates and simplify the hiring process.

Several companies have already adopted a more agile recruitment strategy to adapt to the needs of the new generation of freelance workers. Here are a few examples:

  • Burger King: in the fast-food industry, the company manages peak demand by hiring flexible staff to ensure smooth operations.
  • SwiftDrop: in the courier sector, the company relies on expert couriers to guarantee safe and efficient deliveries.
  • Kebhouze: in the food industry, they use flexible freelance workers to support the opening of their first London store.

These companies demonstrate that a digital and flexible recruitment model is no longer an option, but a necessity for those who want to remain competitive.

Engaging Generation Z requires change

Generation Z is shaping the future of work. Companies that fail to adapt to change risk falling behind and missing top talent. Do you want to attract top Gen Z talent? Try a flexible recruitment strategy with Jobby UK. Activate your 7-day free trial. Discover the fastest way to connect with thousands of qualified workers.