The next generation of talent isn’t coming—it’s already here.
Gen Z (born 1997–2012) is quickly becoming the dominant force in today’s workforce, and they’re not interested in business as usual. Raised on the internet, deeply aware of global challenges, and passionate about values, this generation is changing what candidates expect from employers.
To attract and retain top Gen Z talent, companies need to adapt—not just in perks, but in mindset. Here’s what Gen Z wants from the workplace in 2025, and how smart companies are rising to the occasion.
1. Flexibility Is the New Standard
What It Means: Gen Z values freedom and autonomy. They’re used to remote communication, asynchronous learning, and building community online—and they expect the same from their jobs.
How to Align:
- Offer flexible or hybrid work models as the norm, not the exception.
- Embrace asynchronous work to reduce meetings and increase autonomy.
- Provide intentional connection opportunities through team retreats, virtual culture events, or coworking days.
2. Purpose Over Perks
What It Means: A stocked snack bar won’t sway Gen Z. They’re looking for meaningful work with companies that take a stand—and back it up with real action.
How to Align:
- Clearly define your mission and share it in interviews and marketing.
- Show your commitment to issues like climate, equity, and ethical sourcing.
- Be transparent. Gen Z can spot greenwashing or performative values from a mile away.
3. Mental Health Matters—A Lot
What It Means: This generation prioritizes emotional well-being and expects employers to support it without stigma.
How to Align:
- Offer mental health benefits beyond EAPs—think therapy stipends, rest days, and flexible PTO.
- Encourage leaders to model healthy boundaries and normalize mental health conversations.
- Create a culture where rest, balance, and vulnerability are part of the conversation.
4. Growth Must Be Intentional
What It Means: Gen Z wants to learn, grow, and evolve. They aren’t interested in static roles—they want career paths with clear progression.
How to Align:
- Build career maps and check in on them regularly.
- Offer skill-building stipends, micro-mentorships, or professional development days.
- Provide feedback often and make growth conversations part of every quarter.
5. Inclusion Isn’t Just a Buzzword
What It Means: Gen Z expects diverse workplaces—but they also want inclusivity. It’s not enough to hire a diverse team; you have to create a culture where everyone thrives.
How to Align:
- Diversify leadership and hiring panels.
- Offer benefits that support all identities (parental leave, gender-affirming care, etc.).
- Give ERGs the budget and influence they need to create change.
6. A Streamlined, Human Hiring Process
What It Means: Gen Z has high standards for the candidate experience. If your process is clunky, outdated, or impersonal—they’re moving on.
How to Align:
- Use modern tools and keep things mobile-friendly.
- Communicate at every step—ghosting isn’t acceptable.
- Avoid outdated job descriptions. Use real language and be clear about compensation and expectations.
Final Thought:
This generation is looking for more than a paycheck. They want to grow with companies that care—about people, purpose, and progress. If your hiring practices don’t reflect that, you’ll lose out on some of the most ambitious and creative minds entering the workforce.
Need help evolving your hiring strategy to connect with Gen Z? Reach out to Good People—we’ll help you find aligned, next-gen talent that’s ready to build the future with you.
