How to Recruit Gen Z in 2025: 5 Hiring Fixes to Match What They Want

It’s 2025,  the workforce is evolving, and one of the most significant shifts is the rise of Generation Z (Gen Z) into the job market. This generation, born between 1997 and 2012, already makes up a significant portion of the global workforce and is projected to comprise 27% by 2025, according to stats by Deloitte. This means it’s time for recruiters to adjust traditional hiring strategies to attract and retain top talent from this generation. Gen Z brings a fresh perspective and has distinct expectations, which are very different from those of previous generations, especially regarding workplace culture, values, and the hiring process itself.

In this article, we'll explore the top five hiring fixes to ensure your recruitment strategies align with Gen Z's preferences in 2025, providing recruiters with actionable steps to meet these evolving needs.

1. Embrace Skills-Based Hiring Over Traditional Degrees

One of the most profound shifts in recruitment is Gen Z's increasing focus on practical skills over formal educational qualifications. While previous generations emphasised the importance of degrees, Gen Z cares more about whether candidates can do the job well, irrespective of where they learned their skills. A LinkedIn survey revealed that 40% of Gen Z candidates would take a pay cut for a role that offers better growth opportunities, indicating that they value learning and development over conventional markers of success like a degree.

Why is this important?

Gen Z values real-world experience and is looking for employers who understand that they don’t need a four-year degree to contribute meaningfully to an organisation. According to McKinsey, 72% of Gen Z workers said they were more likely to pursue skills development on their own rather than through formal education.

Actionable Steps:

• Revise Job Descriptions: Focus on the skills and competencies required for the role, rather than listing educational prerequisites. Use language that encourages candidates from non-traditional backgrounds to apply.

• Implement Skills Assessments: Instead of relying solely on resumes, use practical assessments or simulations during the interview process to evaluate the candidate's ability to perform specific tasks related to the job.

• Offer Continuous Learning Opportunities: Provide opportunities for upskilling and reskilling. Promote your organisation’s commitment to employee development as a key benefit in your recruitment process.

• Partner with Educational Platforms: Many Gen Z candidates prefer certifications and micro-credentials. Collaborate with platforms like Coursera, edX, and LinkedIn Learning to provide opportunities for candidates to further their education through your organisation.

2. Highlight Work-Life Balance and Flexibility

Gen Z places an exceptionally high value on work-life balance. This is not just about having time off, but about having the flexibility to structure their time in a way that fits their personal lives. A study by McKinsey showed that 77% of Gen Z workers say work-life balance is crucial when evaluating job opportunities. With many people from this generation coming into the workforce during or after the pandemic, they’ve come to expect remote work options and flexible hours.

Why is this important?

Gen Z’s expectations around flexibility stem from the fact that they grew up in a hyper-connected, digital world where the boundaries between personal and professional life have been blurred. They prioritise jobs that respect their need for mental health breaks, family time, and the ability to work from anywhere.

Actionable Steps:

• Offer Flexible Work Options: Provide options such as remote work, flexible hours, or compressed workweeks. Allow employees to design their schedules to match their priorities and ensure they maintain a healthy work-life balance.

• Promote Mental Health Support: Gen Z is more open about mental health issues, and they expect their employers to take proactive measures in supporting well-being. Implement wellness programs, access to counselling services, and mindfulness resources.

• Encourage Time Off: Establish a culture that not only supports but encourages taking regular breaks and using vacation time. Reinforce the idea that it’s okay to disconnect and recharge.

• Communicate Flexibility in Job Postings: Highlight your company’s flexible working arrangements in all job descriptions and recruitment materials to attract Gen Z candidates who value flexibility.

3. Leverage Technology and Digital Platforms

Gen Z is the first truly digital native generation. They grew up with smartphones, social media, and instant messaging, and they expect technology to be seamlessly integrated into every aspect of their lives, including the hiring process. Recruiters should be prepared to meet them where they are—on their smartphones, social media platforms, and online job boards.

Why is this important?

Gen Z candidates are accustomed to interacting with digital tools and expect a streamlined, tech-savvy recruitment experience. If your recruitment process is outdated or cumbersome, you risk losing out on top talent. 64% of Gen Z candidates expect companies to have a mobile-friendly application process.

Actionable Steps:

• Use AI in Recruitment: Implement AI-powered tools to screen resumes, assess candidate fit, schedule interviews, and communicate with applicants. Automation can streamline the process and provide candidates with a faster, more engaging experience.

• Engage on Social Media: Gen Z spends significant time on platforms like Instagram, TikTok, and LinkedIn. Use these platforms to share job openings, company culture content, and recruitment initiatives.

• Offer Virtual Interviews: Video interviews are not just a convenience; they’re a requirement for Gen Z. Provide options for virtual interviews and ensure your interview scheduling process is digital-first.

• Gamify the Application Process: Gen Z enjoys interactive experiences. Consider incorporating gamified elements into your recruitment process, such as online challenges or skill assessments, to engage candidates more compellingly.

4. Promote Diversity, Equity, and Inclusion (DEI)

Diversity, equity, and inclusion (DEI) are key values for Gen Z. This generation is not just looking for jobs—they want to work for companies that stand for something. According to a report from LinkedIn, 74% of Gen Z workers consider a company’s DEI policies when deciding whether to apply for a job. They want to work in environments that foster inclusivity and celebrate differences.

Why is this important?

Gen Z is the most diverse generation in history, and they expect their employers to reflect this diversity in their hiring practices, company culture, and leadership teams. They also expect companies to take real, actionable steps toward equity and inclusion.

Actionable Steps:

• Develop DEI Policies: Establish and implement clear DEI policies that promote diversity and prevent discrimination. Ensure these policies are embedded in all recruitment processes and are visible on your website and job postings.

• Offer DEI Training: Provide training programs that educate employees about unconscious bias, microaggressions, and inclusive practices. Make DEI training a core part of your organisational culture.

• Celebrate Diversity: Encourage diverse voices and perspectives in the workplace. Celebrate cultural events, holidays, and achievements to create an environment where all employees feel valued.

• Ensure Diverse Representation in Leadership: Gen Z wants to see people who look like them in leadership positions. Work on improving the diversity of your leadership team, and highlight these efforts during your recruitment process.

5. Emphasise Purpose and Social Impact

Gen Z wants to know that their work is contributing to something larger than themselves. They are motivated by purpose and expect their employers to take strong stands on social responsibility, environmental sustainability, and social justice. A 2021 survey found that 75% of Gen Z consider an employer's social responsibility when deciding where to work.

Why is this important?

Gen Z is highly socially conscious, and they want to work for organisations that align with their values. They expect their employers to contribute to society in meaningful ways, whether through environmental initiatives, charitable contributions, or advocacy for social causes.

Actionable Steps:

• Communicate Company Values: Clearly articulate your company’s mission and values, and make sure your hiring materials and website reflect these beliefs.

• Engage in Community Service: Encourage employees to participate in community service activities and corporate social responsibility programs. Show how your organisation makes a difference beyond business.

• Highlight Sustainability Efforts: Showcase your company’s sustainability efforts, such as reducing waste, adopting renewable energy sources, or supporting environmentally friendly practices.

Conclusion

Recruiting Gen Z in 2025 requires a shift in mindset. No longer can companies rely solely on traditional hiring methods and outdated approaches. To successfully attract and retain Gen Z talent, organisations must embrace a focus on skills-based hiring, offer flexibility, leverage technology, prioritise DEI, and demonstrate a commitment to social responsibility. By adapting to these new preferences and values, recruiters can engage Gen Z candidates effectively and build a workforce that is both motivated and dedicated to your company’s success.

By doing so, not only will you be able to recruit the best Gen Z talent, but you’ll also foster a company culture that is adaptable, forward-thinking, and aligned with the values of the next generation of workers.