Generation Z, born between 1997 and 2012, is entering the job market with their own preferences and expectations regarding the recruitment process. Based on recent studies, several key changes in the recruitment process can be identified as a result of Generation Z’s influence on the job market.
According to a study conducted by Robert Half, as many as 73% of respondents aged 18-34 stated that they use social media for job searching, compared to 39% of those aged 35-54. Meanwhile, a study by HR Dive showed that 63% of respondents aged 18-22 found their last job through social media.
On the other hand, studies conducted by Deloitte and Adecco have shown that Generation Z has strong preferences for flexible forms of employment, such as remote work or fixed-term contracts. According to Deloitte’s study, 70% of respondents aged 16-19 prefer flexible forms of employment, compared to 42% of those aged 30-35. Meanwhile, Adecco’s study showed that 58% of respondents aged 18-24 consider remote work as an important factor when choosing an employer.
At the same time, Generation Z also expresses clear preferences regarding values and organizational culture. In a study conducted by ManpowerGroup, 51% of respondents aged 18-24 stated that an important factor in choosing an employer is whether the organization engages in social and environmental issues. In addition, Deloitte’s study showed that 47% of respondents aged 18-24 consider diversity and inclusion as important factors when choosing an employer.
The following table presents a summary of the results of studies on Generation Z’s preferences in the recruitment process:
| Badanie | Preferencje pokolenia Z w procesie rekrutacyjnym |
| Robert Half | 73% of respondents use social media for job searching |
| HR Dive | 63% of respondents found their last job through social media |
| Deloitte | 70% of respondents aged 16-19 prefer flexible forms of employment |
| Adecco | 58% respondents aged 18-24 consider remote work as an important factor when choosing an employer |
| ManpowerGroup | 51% of respondents aged 18-24 stated that an important factor in choosing an employer is whether the organization engages in social and environmental issues |
| Deloitte | 47% of respondents aged 18-24 consider diversity and inclusion as important factors when choosing an employer |
Deloitte 47% of respondents aged 18-24 consider diversity and inclusion as important factors when choosing an employer
The impact of Generation Z on the recruitment process is becoming increasingly visible, and employers must adjust their recruitment strategies to attract younger candidates. Generation Z’s preferences indicate the need to adapt recruitment processes to new technologies, as well as to flexible forms of employment and increased attention to organizational values.
Although not all of Generation Z’s preferences are different from other age groups, these changes in the recruitment process pose a challenge for employers who must change their approach to attract and retain young, talented employees.
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