Gen Z Alienated by Hiring Pain Points, Age Bias: How HR Can Turn It Around

Johns Hopkins University predicts Gen Z will comprise 30% of the workforce by 2030. Figuring out how to engage this generation is going to become mission-critical for many HR departments.

Fifty-eight percent of Gen Z respondents (and 45% of all adult respondents) to a recent survey by direct sourcing company TalentFusion said they plan to look for a job in the next six months. But they’ll have some pretty big obstacles to overcome.

The top pain points that Gen Zers are experiencing, according to the survey:

1. Slow responses from hiring managers.
2. Lack of transparency around the hiring process.
3. Finding jobs that align with their experience, and
4. Finding jobs that meet salary expectations.

You Snooze, You Lose Gen Z Talent

Organizations shouldn’t ignore how important a prompt response from hiring managers is to job seekers. More than half (52%) of Gen Z respondents to the TalentFusion poll ranked quick response time as the No. 1 most important aspect when applying for a job (compared to just 30% of all respondents).

Meanwhile, research by global remote career advice platform Jobera found that 71% of Gen Z workers would drop out of a hiring process due to slow or no feedback.

Incorporating more empathy into your hiring process by ensuring that hiring manager response times are reasonable is key for companies to secure top talent.

Clarity and Honesty in Recruitment

Key concerns for Gen Z about their prospective employer include:

• Authenticity in job descriptions and representation of company culture. About 62% of Gen Z applicants told Jobera they’ve had an interview experience that contradicted what they read in the job ad, highlighting the importance of authenticity in employer communications. Fifty-three percent reported dropping out of hiring processes due to perceived rudeness from hiring managers. Also, keep in mind they’ll look your organization up on platforms like Glassdoor.
• Pay transparency. About 53% of respondents to a poll by Symplicity said they were unwilling to apply for positions lacking salary information. This reflects a growing expectation that companies should be open to discussing compensation structures with Gen Z candidates.
• Flexibility and work-life balance. If the position you’re hiring for cannot accommodate any kind of flexibility in work arrangements, be up-front about that. Gen Z prioritizes employers who offer adaptable working conditions that support their lifestyle.
• Career advancement opportunities. If research by RippleMatch is any indication, growth matters to this generation, and HR shouldn’t be surprised if Gen Z candidates ask about career progression.

Are You Over-Emphasizing Experience Requirements?

Yes, there are certain roles where degrees/certifications and experience are absolutely non-negotiable. But is that truly the case for those still-vacant jobs your company is advertising?

Consider that a World Economic Forum/PwC report found that 46% of prospective employees say employers focus too much on job history and qualifications, overlooking skills that make them valuable. Yet just 6% of businesses believe that removing degree requirements would improve talent availability in their organization.

A shift in recruiting strategy is needed from past qualifications to future capabilities.

Areas of Opportunity

When asked about what HR can do, Rob Porter, an e-learning expert with virtual training and web conferencing solutions company CoSo Cloud, highlighted skills-based hiring, mentorship and leveraging Gen Z’s strong desire for training.

“It’s … important for HR to create an environment that allows employees to thrive and demonstrate their value. A skills-based hiring approach would enable HR to assess essential competencies such as problem-solving, communication and adaptability through methods like behavioral interviews and skills assessments. This approach helps identify candidates with high potential who may not have traditional qualifications but possess the necessary skills to succeed in the role,” he said.

“In addition, HR can support continuous employee growth by offering development opportunities that allow individuals to build and demonstrate new skills. Providing platforms for ongoing learning and internal mobility helps employees grow within the organization, fostering a dynamic workforce where potential is prioritized over rigid job qualifications. This approach ensures that both the company and its employees can evolve and succeed together.”

Youth Ageism

ResumeBuilder found that 36% of hiring managers admit to being biased against Gen Z applicants. This underscores a need for companies to make more of a concerted effort to embrace this new generation with an open mind.

“Many hiring managers believe that Gen Z workers lack the experience needed … with some citing this as a primary issue. Additionally, there are perceptions about their unprofessional attitudes and a tendency to job hop, which makes managers question their long-term reliability. Hiring managers … must dig deeper into the individual, their capabilities and work ethics,” Porter said.

“Hiring managers can combat generational bias by focusing on structured behavioral interviews and skills assessments, which emphasize candidates’ abilities and problem-solving skills over stereotypes about age. This approach highlights adaptability, collaboration and performance in real-world scenarios, shifting the focus from generational concerns like job hopping or lack of professionalism.”