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Gen Z and Candidate Experience: facts and stats

Get ready for the future talents? Believe it or not, Gen Z candidates are and have been entering the workforce! We’ve got your back! This episode of The Tea on Recruiting will present you the highlighting numbers and facts that will help you to get a better understanding of Gen Z Candidate Experience.


Zoomers, today we’ll help recruiters learn how to treat you properly during the hiring process. Because, my dear Talent Acquisition professionals, Gen Z are the future of the workforce and, well, its present too. Welcome back to the Tea on Recruiting, where we share insightful and thought-provoking content that can help you shape your recruiting career! So, as we said, today we’ll talk about how to treat your Gen Z candidates. We’ll be focusing on one report, which will be our only source of content, so the structure of the episode will be slightly different than usual. Are you ready? Let’s check this out.

Understanding The Gen Z Candidate Experience

Zoomers are everyone who’s born between 1997 and 2012, and they’ve entered the workforce. We’ve read “Understanding The Gen Z Candidate Experience” and this is what we’ve learned:

First of all, as the 2019 report claims, Gen Z candidates are graduating into the best job market in years. There are better salaries and more offers now. That means that you recruiters have to be more competitive.

Their key expectations?

  • Seamless mobile experience and easy-to-use technology.
    46% of them apply via mobile
    26% said that lack of technology throughout a hiring process would make them reconsider working with a company completely.
  • Limited use of social media.
    Surprisingly, only 14% of Zoomers look at social media while researching a company.
  • Personalized communication.
    51% prefer in-person communication and 25% prefer to communicate digitally.

When it comes to resources, the top research tools for Zoomers are the company website, used by 83% of them and Glassdoor, which 55% of them use – so make sure your reputation on this platform doesn’t get shattered by awful reviews.

Something else that’s interesting is that 57% of Zoomers say they won’t even apply to a company with negative reviews. Other than good employer branding, you also want a robust career page.

There’s something else that you should know: your Gen Z candidates’ motivations for interviewing with a company, other than their interest in that specific position:

  • 56% point to a company’s mission and values
  • 43% mention advertised professional development opportunities
  • 41% refer to advertised company culture
  • 40% talked about an ideal location
  • 38% say they care for a recognizable name
  • 16% are attracted to the advertised salary
  • 14% like advertised social impact initiatives
  • 7% cares for nothing besides the specific position

Proactive outreach nearly triples a candidate’s interest in a role, with 91% of candidates expressing significant interest in a company after receiving a match, compared to 46% before.

Now onto the…

CandE Crash

The more barbaric your treatment of candidates, the more demonic their Glassdoor reviews on your company page. Shout out to a company we won’t name:

“If I could give one word to describe this interviewing process, it was absolutely horrible. The phone recruiter would say that it’s only an entry level job and lied to you that you have practically gotten the job. And the group interviews would be exactly the same as in the phone interviews, but they’ll only give you less than a day to prepare for it.

I went to the interview confident thinking that it was an entry level and laid back. But then, the other person interviewing was an ex NBA player in the early nineties, and was playing in blah blah teams and had worked for blah blah decades ago. The interviewers actually switched up the questions on me when I was answering them, and made mine forty times then his by asking irrelevant questions that did not pertain to the position.

Talk about unfair treatment, and I expected that blah blah would actually be one of the better companies to work for. If you value sanity and honesty, please do not apply for blah blah, and…”

And…and what?! Like, what happened?! Was the candidate abducted while they were typing?! Please don’t come after me for the poor treatment of your candidates. Just use this as inspiration to get better, because after all, all we want is for you to have a very healthy employer branding.

Got something to say about this? Drop a comment in the section below. We’d love to pick your brains. Help us get better at helping you get better with your help.

Now thank you for watching The Tea on Recruiting. Take care, and see you soon!

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