With Gen Z predicted to make up 58% of the global workforce by 2030¹, the influence of this younger generation on the job market is only set to grow. Digital skills and a tech-focused approach to job seeking are becoming increasingly prevalent. While these digital natives practically live on their phones, they haven't completely abandoned traditional job search methods - they're just reinventing them. Do you want to hire (and retain!) the top Gen Z talent? Then you and your organization need to adapt.

Key findings: Gen Z shaping the future of the hiring process

A recent CVwizard study on Gen Z reveals some eye-opening trends on how this generation is transforming job search methods while still embracing some traditional approaches. Let’s allow the numbers to tell the story: 

• A substantial 80% of Gen Z job seekers actively use resumes and cover letters in their job search
• Around 40% believe that adding a cover letter to a resume is the most effective way to showcase their skills
• An impressive 85% use online job boards (and 52% land interviews this way!)
• 40% are turning to social media for their next opportunity

These candidates are just as likely to get an interview through a job board as through traditional networking. And speaking of innovation: 40% are already using AI to improve their applications. The future is here, and now is the time to catch up for HR professionals.

How HR & Recruitment teams can adapt for Gen Z candidates

As Gen Z reshapes the job market, HR professionals must rethink hiring strategies to attract and retain top talent. This generation values speed, transparency, and digital-first experiences, so adapting to their expectations is crucial. Here are three key ways to optimize your hiring process to attract (and retain!) top Gen Z talent from the HR and career expert Ben Dowse:

1. Make applications frictionless and mobile-first

Gen Z does everything on their phones and that includes job applications too. If your hiring process requires a laptop, multiple logins, or lengthy forms, you’re losing candidates before they even apply. Prioritize mobile-friendly applications, quick submission processes, and flexibility in how candidates showcase their qualifications.

Instead of forcing one method, offer multiple ways to apply, such as:

• Video introductions: Some Gen Z candidates are turning to recording short videos to support their applications.
• Personal websites or job board profiles: Let candidates submit a link to their portfolio, website, or a well-optimized job board profile along with a resume. 
• Skill-based assessments: Real-world evaluations can provide better insights when combined with a resume.
• One-click apply options: Minimize unnecessary fields and streamline the application process to reduce drop-off rates.

2. Embrace short-form content & employer branding

In the era of doom-scrolling and information overload, Gen Z has shorter attention spans² and has mastered the art of quick consumption. But don’t be mistaken – they still do their research, just in digestible chunks. They're scanning your job posts, checking your reviews, and yes, even asking AI about your company culture.

To engage them effectively, you need to adapt your strategy to match their digital-first mindset:

• Keep job descriptions engaging & punchy and if you lack the creativity then keep them concise and easy to scan.
• Utilize video job descriptions with short clips from hiring managers talking about the role can be far more compelling than text.
• Regularly update your company profiles including Glassdoor, LinkedIn, and review pages to reflect your company’s values, career growth opportunities, and culture. (Pro tip: Check what AI platforms are saying about your company - candidates certainly are!)
• Leverage social media strategically and rather than relying on trendy platforms like TikTok (which may not work for every industry), focus on where job seekers actively engage with work-related content.

3. Get back to basics: Master the art of communication

Ghosting is at an all-time high, with 40% of Gen Z candidates experiencing recruiter silence - and women are hit harder at 46% (vs 38% of men). This generation has already faced disrupted university education and a tough housing market, so let's commit to being transparent, direct, and responsive with our Gen Z applicants.

Some easy-to-implement tips can be:

• Following up when you say you will. If a candidate is in your pipeline, keep them updated—even if it’s a ‘no.’
• Being upfront about salary and expectations. Gen Z values transparency and is less likely to apply to roles with unclear compensation.
• Utilizing preferred communication channels. Many candidates prefer WhatsApp, text, or voice notes over emails—meet them where they are. Any candidate that has spent more than one hour in interviews should have a personal call, or at least a voice note.

The hiring landscape is evolving, and that's exciting! Organizations that can balance professional standards with modern expectations will win the race for top talent. It's not about completely abandoning traditional methods - it's about being open to new ones.

Remember, the goal isn't to chase every trend but to create a hiring process that resonates with the next generation while still getting you the information you need to make great hires. Those who adapt will attract and retain the best talent—those who don’t risk losing out.

Sources:

1. The HRDirector, Combatting Generational Burnout
2. UCAS, How to capture the eight-second attention span of Gen Z