How to Attract Gen Z Workers
By Marta Gongos Gen Z workers prioritize transparency, clarity, and authentic workplace culture over flashy perks and corporate buzzwords. When hiring Gen Z workers and writing job descriptions, focus on providing clear salary ranges, exact work expectations, and genuine company values.
If your job ads haven’t changed in the past five years, chances are they’re turning off Generation Z.
While still early in their careers, this youngest generation of workers has been in the job market long enough to establish what they want: radical transparency, real flexibility, and purposeful work. They won’t settle for vague job descriptions, hollow perks, or employers that don’t align with their values.
So, how can you rewrite your job posts to attract top Gen Z talent? At Ad Culture, we work with Gen Z job seekers regularly, and here’s what we’ve learned: Hiring Gen Z is less about convincing and more about connecting.
We answer the top questions about attracting Gen Z employees, starting with what to say, what to skip, and how to write job posts they’ll actually read. Let’s get started!
Why Hire Gen Z?
By 2030, Generation Z workers will make up 30% of the workforce. Hiring them now means adapting to shifting workplace trends and ensuring your business stays afloat. Here’s why you should consider hiring Gen Z:
- They bring the freshest and most surprising ideas to the table.
- They’re digital natives who speak fluent TikTok, Instagram, and other social platforms. If you’re struggling to grow your company’s social media, you need them on your team.
- They push for progress in company culture, communication, and inclusivity.
- They care about impact, not just income, and it shows in their work.
- They’re incredibly invested in workplace connections and building team communities.
- They normalize talking about mental health and expect workplaces to support it, not just post about it.
Related Resource: Retaining Generation Z: Creating a Future-Ready Workplace
Image Source: Shutterstock
What Does Generation Z Look for in a Job?
When job hunting, Gen Z applicants look for:
- Flexible Work Arrangements: Gen Z workers are surprisingly open to in-office work, more so than older generations. However, they prefer flexible schedules over 9-to-5 arrangements.
- Work-Life Balance: Gen Z employees are more concerned with work-life balance than with climbing the corporate ladder. They’re looking for balance, boundaries, and benefits that support wellbeing.
- Personal Growth and Professional Development: While they’re not chasing titles or leadership roles, Gen Z seeks learning opportunities. Highlight your mentorship, training, and skill-building programs, and you’ll be on their radar.
- Competitive Compensation: Nearly half of Gen Z talent feel financially insecure, so they prioritize potential employers offering fair compensation.
- Meaning in their Work: Nine out of ten Gen Zers say purpose is key to their job satisfaction and well-being. When faced with talent acquisition teams, they’ll scrutinize your mission and values to see if they align with what they stand for.
- Digital Tools Integration: As digital natives, this newest generation feels more comfortable navigating apps than email threads. Phone calls are a no, but they’re always up for virtual interviews.
- Transparency: Gen Z candidates approach job hunting the way they approach dating: they expect honesty upfront.
How to Write Job Postings That Appeal to Gen Z
Now you know what Gen Z is looking for at work, let’s talk recruitment strategies. Gen Z candidates enter each job search armed with research, peer insights, and clear expectations. If your listing feels corporate, vague, or out of touch, they’ll swipe past without hesitation.
Here’s how to write job postings that appeal to Gen Z:
Lead With Transparency
Hiring managers seeking to attract Gen Z talent should clearly outline what the role entails and what it offers. Include details like:
- Salary range: Be as specific as possible, and never omit any details. If this figure isn’t on your job description, expect that no Gen Z will apply.
- Work setup: Is it remote, hybrid, or in-office? Clarify any expectations around location, hours, and flexibility.
- Reporting structure: Who will they report to once they’re hired? Are they working solo or part of a team?
- Company culture: Share what your culture looks like in action—how you support meaningful work, recognize wins, and encourage work-life balance.
- Career growth opportunities: What professional development events and programs can they expect once they’re hired?
- Perks & benefits. Highlight wellness perks, mental health support, and anything that supports work-life balance.
- Recruitment process: They lack patience for a 10-step recruiting process. Let them know what to expect: how many interviews, who they’ll meet, and how long it’ll take.
Ditch the Buzzwords (Prioritize Clarity)
Gen Zers don’t want to be “ninjas” or “rockstars” unless they’re the real kind. While these buzzwords might have worked for previous generations, Gen Zers (and even Millennials) often see them as vague, misleading, and, frankly, cringeworthy.
Instead, focus on writing honest descriptions about the type of candidate you want and what they’ll be doing. Use specific, plain language.
For example, instead of saying you’re looking for a “marketing wizard,” say what you mean: a social media manager with 2+ years of campaign experience.
Here’s a cheat sheet to help you swap buzzwords out:
| Buzzwords to Eliminate | What to Use Instead |
| “Rockstar” or “ninja” | “Skilled,” “Experienced,” or job title-specific |
| “Wear many hats” | “Skilled,” “Experienced,” or job title-specific |
| “Fast-paced environment” | “High-volume workflow” or “Tight deadlines” |
| “Self-starter” | “Works independently with minimal supervision” |
| “Work hard, play hard” | “Supportive team culture with flexible benefits” |
| “Jack of all trades” | “Multi-skilled” or “Broad experience across areas like…” |
Optimize for Readability
As digital natives, Generation Z is more comfortable with visual and interactive content than dense blocks of text. They skim, look for structure, and prefer job posts that read like a well-designed landing page rather than a legal document.
When hiring Gen Z, ensure your job descriptions are scannable. Here are Gen Z recruitment tips to help you get there:
- Use bullet points and short paragraphs.
- Break up text with headers.
- Stick to plain language.
- Add visual cues (such as bold text, icons, etc.) where possible.
- Use photos and videos where possible.
- Make sure your post is mobile-friendly and easy to navigate.
Image Source: Shutterstock
Include Values, Mission, and DEI Statements Authentically
Gen Z cares deeply about meaning, inclusion, and accountability, and they seek evidence to support their convictions. When hiring Gen Z, always lead with intention and back your core values with real action.
Not sure how to approach it? Take a look at Netflix’s DEI statement:
“Inclusion is a Netflix value, and we strive to host a meaningful interview experience for all candidates. If you want an accommodation/adjustment for a disability or any other reason during the hiring process, please send a request to your recruiting partner.”
This statement checks the following boxes:
- It speaks plainly.
- It outlines what Netflix is doing, not just what they believe.
- It makes inclusion and social responsibility actionable.
- It invites transparency.
- It lets diverse candidates know their needs are welcome in the hiring process.
In a Nutshell
Hiring Gen Z? Here are some effective recruitment strategies to keep in mind:
- Transparency is non-negotiable. Always include salary, work setup, team structure, and a clear hiring process.
- Cut the buzzwords. Use plain language and real job expectations.
- Format for skimming. Gen Z skims fast. Use bullets, headers, and mobile-friendly layouts.
- Show your company values. Include meaningful, actionable statements about your mission and DEI efforts.
- Highlight flexibility and growth. Showcase professional development, wellness perks, and work-life balance.
FAQs
What jobs are Gen Z most interested in?
Gen Z are most interested in media and entertainment roles, followed by tech, healthcare, and business.
What are Gen Z’s attitudes to work?
Gen Z views work as a source of purpose, personal growth, and overall well-being. They gravitate towards jobs that align with their values and offer meaningful impact, alongside financial security and work-life balance.
How to recruit and retain Gen Z?
To recruit and retain Gen Z, you must meet their expectations for meaningful work. These include flexibility, career growth potential, mental health support, and work-life balance.
Land Top Gen Z Marketing Talent with Ad Culture
Ready to write fun, relevant job posts for your next team member? At Ad Culture, hiring Gen Z marketers is our specialty. Let us handle the search and job description writing while you focus on what you do best.
