How to Recruit Better: keys for Adapting to Generation Z
In a rapidly changing professional landscape, recruiting Generation Z talent has become a crucial challenge for companies. As this generation enters the workforce, it is essential to understand their specific expectations and adapt accordingly. Nearly 40% of companies believe that recruitment is becoming more complex, whether for internships, apprenticeships, or first jobs. This article analyzes key recruitment trends in recent years and explores opportunities for improvement, based on recent studies and feedback from companies and students.
Generation Z expectations: a new paradigm
Generation Z, composed of individuals born between 1997 and 2012, stands out for its pursuit of meaning in work. Unlike previous generations, these young candidates seek opportunities aligned with their personal values. They prefer companies that share their commitments to diversity, inclusion, and social responsibility. About 67% of young people consider transparency on salaries and company values as decisive criteria when choosing a job.
"What attracts me in a job offer is first the company’s field, its image, its values, and then the financial aspect, because it is important that the salary aligns with my skills and expectations," explains a student in a work-study program at JobTeaser.
This quest for authenticity and alignment between personal and professional values requires companies to rethink how they present their missions and commitments. Clear and direct communication, free of unnecessary jargon, is essential to attract this talent.
The importance of the candidate experience
Candidate experience has become a key element in appealing to Generation Z. Young applicants expect smooth and transparent communication throughout the recruitment process, especially regarding salary. Studies show that a recruitment process longer than 22 days is seen as too long by young candidates, causing 58% of them to drop out. The main reasons include: slow decision-making by companies, excessive tasks (case studies, simulations), lack of salary visibility, or too many recruitment steps. This underscores the importance for companies to optimize their timelines and ensure that every interaction is positive and engaging.
Companies must adopt a human-centered approach, enhancing responsiveness and personalization in communications with candidates. Quick feedback, even in cases of rejection, is also essential to maintaining a good reputation. Indeed, 86% of candidates report having been "ghosted" by a recruiter—an experience that can be demotivating for students who invest significant energy in their applications.
Innovation through technology: integrating AI
Artificial Intelligence (AI) is playing a growing role in recruitment processes, offering tools that help optimize application screening and streamline communication. Currently, 36% of recruiters already use AI tools to improve efficiency. AI can refine job descriptions, write emails, screen résumés, analyze required skills, and even personalize interactions with candidates.
However, it is important to balance technological use with authentic human interaction. Personalizing the candidate experience, even with tech tools, can enhance young talents’ positive perception of the company.
Flexibility and adaptability in recruitment processes
Companies must also be flexible in their recruitment processes. Young talents value approaches tailored to their level of experience. For instance, requiring an excessive number of interviews for junior roles may discourage potential candidates. Traditional interview and evaluation practices may need to be reevaluated.
More innovative methods—such as interactive workshops, case studies, or half-day recruitment sessions—can allow candidates to demonstrate their potential without the constraints of past experience. Additionally, companies should be prepared to adjust their process based on candidate feedback.
Values and social commitment: a must for Generation Z
At a time when social and environmental issues are gaining importance, companies must demonstrate their commitment through concrete actions. Young people look for employers who not only state their values but also embed them deeply in the company culture. Ethics, diversity, and equal opportunity are fundamental expectations for this generation.
Authentically communicating these commitments and providing concrete examples of the impact of diversity and inclusion policies can be decisive in making a company attractive to young talent.
Redefining Recruitment in the Era of Generation Z
Recruiting Generation Z is both a challenge and an opportunity for companies. By incorporating the expectations of young candidates, optimizing the recruitment experience, smartly using technological tools, and embodying authentic values, companies can not only attract tomorrow’s talent but also build a strong and respected employer brand.
Companies that manage to adapt to these new paradigms and rethink their recruitment strategies will be well-positioned to stand out in an increasingly competitive job market.
Based on a study by JobTeaser and EDHEC’s NewGen Talent Centre: “Candidate Experience: Crossed Perspectives of Gen Z & HR” published in 2024