Gen Z is projected to make up 25% of the global workforce by 2025, reshaping the landscape of work as we know it. Their approach to employment is significantly influencing how businesses hire, structure their packages, and define workplace flexibility.
Unlike Millennials or Gen X, Gen Z holds different views and expectations around the purpose of work, flexibility, and career growth. As this generation continues to enter the workforce in large numbers over the coming decades, it’s essential for businesses to adapt in order to attract and retain top young talent.
Need help with your hiring strategy? Reach out to E.L Blue for expert advice tailored to your business.
Who is Gen Z?
Gen Z is anyone born between 1997 and 2012 and is the first generation to be raised in a fully digital era. They grew up with smartphones, streaming services and social media deeply integrated into their lives. Some key traits of Gen Z are:
- Digitally fluent and hyper-connected
- Socially and environmentally conscious
- Entrepreneurial and side-hustle-savvy
- Financially pragmatic after witnessing economic uncertainty
- Motivated by purpose, not just pay
In the workplace, they are known for seeking transparency, inclusivity, continuous learning and flexible work environments. If certain aspects aren’t working for them, Gen Z employees have no problem changing jobs.
Why Gen Z is Changing the Talent Landscape
Gen Z doesn’t just want a job, they want meaningful work with real impact. This is pushing businesses to think about what their ethics and values are, bringing to light toxic workplace culture and encouraging businesses to reevaluate old ways of working.
Some ways they are shifting the workplace culture are:
- Requesting Instant feedback over annual reviews.
- They expect remote and hybrid work to be a given.
- Employer brand matters as they want to work for companies that reflect their values and ethics.
- Transparency on everything from career development to compensation is expected up front.
To remain competitive and attract Gen Z talent, Australian businesses need to understand what drives Gen Z and reshape how they approach recruitment, retention, and workplace culture.
How to Attract Gen Z Talent: Top Strategies
1. Lead with Purpose and Authenticity
One of the key markers of Gen Z in the job market is that they want to work for organisations that care about making a difference. By being transparent about mission, values and ethics through employer branding, organisations can position themselves as an attractive employer.
2. Offer Career Development & Clear Growth Pathways
Career growth is another non-negotiable for Gen Z. Creating structured learning opportunities and pathways, showcased during the recruitment can further attract and retain Gen Z employees. Another way is through promoting mentorship and internal mobility.
3. Embrace Flexible Work and Life Balance
Having a structured work-life balance is no longer a perk, it is a requirement for Gen Z talent. If your organisation doesn’t offer hybrid or remote options, flexible hours or mental health days, it will be difficult to attract and retain top Gen Z talent.
4. Build a Value-Aligned Employer Brand
Building a value-aligned employer brand isn’t what it used to be. Now Gen Z talent can access your company culture, ethics, values and more all through social media and Google. This means that having good employer branding is essential to attracting top Gen Z talent.
5. Simplify and Modernise the Hiring Process
As digital natives, Gen Z will be attracted to the digital hiring process. Integrating modern formats into the application process, such as short video applications or interactive assessments, can attract Gen Zers. Being transparent around the hiring process is also another key attraction for Gen Z talent.
6. Focus on Wellbeing, Culture, and Belonging
Gen Z are looking for a company culture that matches their values and ethics. This goes beyond an organisation’s business mission but also how the organisation promotes wellbeing, culture and celebrates individuality.
Four Gen Z Recruitment Trends to Watch
- Social media sourcing is on the rise, especially TikTok, LinkedIn, and Instagram.
- Gen Z prefers short-form video and visual storytelling in employer branding.
- They expect salary transparency, clear role expectations, and feedback loops.
- The gig mindset is growing, many want flexibility to pursue side projects or passions.
Mistakes to Avoid When Recruiting Gen Z
When attracting Gen Z talent to an organisation, it is important to optimise the application processes, be specific about company culture, values and missions, and to have transparency around salary. Overpromising perks or culture, and underdelivering on reality, as well as lacking visible diversity in recruitment materials and leadership, can harm the ability to attract Gen Z talent.
How E.L Blue Helps You Attract and Engage Gen Z Talent
With over two decades of HR expertise, E.L Blue has supported Australian businesses since 1998 with tailored strategies to build future-ready workforces.
We help you:
- Build an employer brand that speaks to Gen Z values
- Develop recruitment processes that are fast, modern, and engaging
- Create strategic workforce plans that cater to multi-generational team
Whether you’re navigating hybrid work policies, launching new development programs, or refreshing your brand, we bring the expertise to attract top Gen Z talent and keep them thriving.
Conclusion
Gen Z isn’t the future, they’re already here. And they’re reshaping how, why, and where we work. To stay competitive, businesses must move beyond perks and embrace a workplace built on purpose, authenticity, and flexibility.
At E.L Blue, we’re ready to help you lead the way. With expert guidance in recruitment strategy, workforce planning, and HR transformation, we’ll help you build a culture where Gen Z and your whole team can thrive.