5 Genuine Things Gen Z Wants From Employers

After years of analyzing millennials, HR leaders are striving to decipher the next generation of job candidates: Gen Z. Thus far, this group comprising people born between 1997 and 2012 has kept employers on their toes, challenging the status quo with unique wants, needs and perceptions about the modern workplace.

It’s a good time to examine this segment of the workforce and determine how to recruit, motivate and retain them. Rather than speculating about their employment expectations, preferences and challenges, iHire went straight to the source.

In March and April of 2024, we surveyed 1,093 18- to 27-year-olds in the U.S. with a wide range of educational backgrounds to find out what this cohort actually wants from employers. We also polled 252 U.S. employers from 57 industries to obtain their perspectives on the Gen Z workforce.

5 Things Gen Z Workers Want and the Implications for HR

1. Gen Z Wants Employers to Set Stereotypes Aside

Countless studies, news stories and anecdotes are floating around depicting Gen Z in a poor light. Even some employers in our survey indicated that they believed Gen Z employees and job seekers to be entitled, lazy and uncommitted to their careers.

And Gen Z is picking up on the effects of these unfavorable perceptions – 34.4% of those surveyed were concerned that employers’ negative stereotypes about them will impact their job searches or careers in the coming year. In addition, some respondents commented that they wished employers would treat them fairly and with respect, and a few noted that, yes, they do want to work.

HR technology, such as “blind” hiring tools, can help mitigate conscious and unconscious biases by removing personal information from applications, thus promoting fairer hiring practices. This technology ensures that candidates are evaluated based on skills and qualifications rather than age or background.

Anti-bias training via your LMS can also be helpful.

2. Gen Z Wants to Work In-Person, But Flexibility Is Crucial

Contrary to the stereotype that tech-native Gen Zers only want to work remotely (hence the “Zoomers” nickname), the majority of survey respondents (82.4%) wanted to work in person or in an office some of the time. Also, 55.8% said they wanted to spend 100% of their workdays in person, while 26.6% preferred a hybrid setting.

What Gen Zers actually value is the flexibility to determine when they work and to take time off when needed. In fact, 81.3% of respondents said it was “extremely” or “very” important for their employer to allow them enough flexibility to strike a healthy work-life balance. Flex time, four-day workweeks (which of course aren’t conducive to all industries) and unlimited paid time off were respondents’ top three most desired types of flexibility.

HR technology can support flexible work environments by implementing tools that facilitate hybrid work models, such as virtual collaboration platforms and scheduling software. These technologies enable Gen Z employees to balance their work and personal lives effectively, aligning with their preference for a healthy work-life balance.

3. Gen Z Wants to Work for Values-Driven Companies

Seventy-two percent of Gen Zers said working for a company whose mission and vision aligned with their own was “extremely” or “very” important. Similarly, 68% and 63.1% said the same about working for an employer committed to diversity, equity and inclusion and corporate social responsibility, respectively. Further, respondents suggested that these aspects were more crucial than working for a company that invests in the latest and greatest technologies or has a well-known brand.

Therefore, many Gen Zers want to feel that their job contributes to something bigger than themselves. They want to know that their employer has sights on furthering social issues and causes they value.

To attract and retain Gen Zers, HR professionals should work with their marketing teams to develop and promote a strong employer brand. That brand can reflect your company’s core values, community involvement, charitable initiatives, diversity efforts and other elements that make up your culture. Include this information in your job postings (especially for entry-level jobs), website and other recruitment marketing. Leveraging social media and employer branding tools can communicate these values effectively.

4. Gen Z Wants to Be Trusted to Work Autonomously

More than 36% of Gen Zers said their ideal job would allow them to work autonomously and with minimal supervision. It also should be noted that most Gen Z candidates do not want to lead others – only 22% said they wanted to manage other people in their perfect role. These preferences speak to Gen Z’s need for individuality and respect.

AI-driven HR tools can support this by automating routine tasks, allowing employees to focus on more strategic work. Additionally, career pathing software can help Gen Z employees understand how they can progress within the company and gain more autonomy, thereby keeping them motivated and engaged.

5. Gen Z Wants to Be Given a Chance

One of the most common pieces of feedback from survey respondents was that employers have unrealistic requirements for entry-level job candidates, making it difficult for someone with no or minimal experience to get hired. To that point, 38.6% of Gen Z respondents said they struggled to find jobs for which they were qualified or had the right experience.

HR technology can facilitate skills-based hiring by using digital assessments to evaluate candidates’ capabilities, rather than relying solely on traditional experience metrics. This approach can help identify candidates with the potential to learn and grow within the company, even if they lack specific experience.

Let’s Embrace Them

More than 69% of Gen Zers surveyed said they had a dream job they hope to attain in the next decade. To help them get there – and maintain a productive, engaged workforce – HR leaders must embrace this diverse group, even though they have plenty to learn about the world of work, employer expectations and job search best practices.

With the help of HR tech, companies can create an inclusive and efficient recruitment process that resonates with Gen Z’s digital-first mindset and values.