By 2025, Gen Z will make up more than a quarter of the global workforce. That’s a significant shift — and one that employers and recruiters can’t afford to ignore. This generation (born between 1997 and 2012) is stepping into the world of work with fresh expectations, strong values and a completely different idea of what a career should look like.
So, what does that mean for organisations trying to attract and retain Gen Z talent in 2025? In short: it means rethinking everything from employer branding to benefits, flexibility, and how we show up for our people.
Let’s break it down.
- Lead with Your Values – and Mean It
Gen Z want to work for employers who stand for something. Social justice, climate change, inclusion, mental health — these issues matter deeply to them, and they’re not afraid to walk away from a job if it doesn’t align.
- 65% of Gen Z won’t apply for a job if an employer’s values don’t match their own (Lever, 2023)
- 90% believe employers should actively address environmental and social issues (Handshake, 2024)
So, if you say you care about diversity, sustainability, or mental health — you’ve got to prove it. That means making your values visible in your employer brand, your hiring process and your day-to-day culture. It's not just about posting the right thing on LinkedIn. It’s about action.
Tip: Highlight real stories of how your team is making a difference — whether that’s paid volunteering days, employee-led initiatives, or greener business practices. - Flexibility Is Non-Negotiable
Gen Z doesn’t want the traditional 9–5 office routine. They’re looking for flexibility — not just where they work, but how and when. For them, work is just one part of life, and they want to fit it around the things they care about.
A recent Mercer report found that Gen Zers “see work as a means of funding a more fulfilling life outside the workplace” — not something that defines them.
Whether that’s hybrid options, flexible hours, or job shares — giving Gen Z more control over how they work helps you stand out from the crowd. And let’s be honest, flexibility benefits everyone, not just Gen Z. - Make Development Opportunities Clear
Gen Z is ambitious — just not in the traditional sense. They care more about growth and development than job titles or corporate ladders.
- Nearly 9 in 10 Gen Zers say professional development is essential to them (LinkedIn, 2024)
They’re hungry to learn, want feedback, and are always thinking about their next step. If you’re not offering them ways to grow — whether that’s online training, mentorship, or clear progression — they’ll look elsewhere.
Tip: Don’t just say “opportunities to progress” on your job ad. Be specific. What will they learn? How often will they get feedback? Who’ll be mentoring them? - Use Tech That Feels Native
Gen Z are digital natives — they’ve grown up with smartphones, apps and instant everything. So, if your recruitment process is clunky, outdated or slow, you’ll lose them.
- 76% of Gen Z expect technology like apps, AI and VR to be part of the future of healthcare and benefits (Mercer, 2023)
- 31% will quit a job within six months if the employer doesn’t live up to expectations (CareerBuilder, 2024)
From application to onboarding, your process should feel intuitive and mobile-first. That means no lengthy forms, no outdated portals, and definitely no “we’ll get back to you in two weeks”.
Tip: Invest in tech that allows two-way communication. Automated updates, WhatsApp-style chats, or simple digital onboarding can make a huge difference. - Prioritise Mental Health
Gen Z are more open than previous generations about mental health, and they expect employers to take it seriously.
- Over 50% of Gen Z report feeling stressed in their daily lives (Mercer, 2023)
- 58% are comfortable telling their manager they see a therapist or take medication for mental health
Offering mental health support isn’t just a nice-to-have anymore — it’s essential. Think EAPs, mental health days, access to digital counselling, and managers who are trained to talk about it. - Be Authentic – They Can Tell When You’re Not
Gen Z are savvy. They’ll spot inauthenticity a mile off, and they’re quick to call out (or quietly avoid) employers who don’t walk the talk. If your employer brand says one thing, but their candidate experience shows another, they won’t stick around.
This generation expects transparency, two-way communication and real action behind the messaging. And if they don’t get it? They’ll ghost you — or worse, leave and share their experience on social media or Glassdoor.
Attracting Gen Z talent isn’t about ticking boxes. It’s about genuinely evolving how we work, communicate and support people.
We’re in a talent market where Gen Z knows their worth — and they want to work for organisations that care about more than profit. The good news? What attracts and engages Gen Z tends to benefit the whole workforce.
At Morgan Hunt, we’re helping organisations adapt and thrive by bringing in the next generation of leaders, changemakers and innovators. Let’s build a future where everyone can thrive — starting with how we hire. Get in touch at info@morganhunt.com or explore further News & Views articles here.