The Gen Z Job Hunt – New Methods for a New Generation
As a Gen Zer in my mid-twenties, I’ve witnessed firsthand how our tech-savvy, socially conscious, and entrepreneurial mindset is shaking up traditional workplace norms. Generation Z (Gen Z) is the first cohort to grow up entirely in the digital age.
Who is Gen Z?
I’ve seen many people who are always confused about age group categorization. Generational cohorts are generally defined as follows: Baby Boomers, born between 1946 and 1964; Generation X, born between 1965 and 1980.
While Millennials, born between 1981 and 1996; and Generation Z, born between 1997 and 2012. That makes the oldest members of Gen Z around 28 years old in 2025 and the youngest just entering their teens.
Unlike Millennials, who remember a pre-smartphone era, most Gen Zers have never known a world without social media, on-demand entertainment, or instant access to information. A staggering 54% of Gen Z spends no less than 5 hours on social media, according to Morning Consult.
Why is Gen Z’s Workforce Entry a Hot Topic?
According to a Deloitte Global survey, 75% of Gen Z's say their work should have a positive impact on their wider community. This, coupled with our cultural fluency in social media and a demand for work-life balance, has made our emergence a hot topic. Employers are grappling with how to attract, retain, and effectively engage this generation, whose priorities often diverge from traditional workplace norms.
What This Series Will Explore
In this series, we'll be diving together into how Gen Z is navigating job searches and workplace dynamics—what’s working, what’s not, and where the real opportunities lie. As digital natives, Gen Z relies heavily on online platforms to find jobs, and for 91% of them, advanced technology in the workplace is a major deciding factor. But beyond tech, there’s a bigger conversation about professionalism, performance, and what employers really think.
Some see Gen Z as adaptable and innovative; others worry about communication gaps and commitment; how there’s room for growth on both sides. Managers face challenges, but with the right approach, which I'll talk about, they can tap into Gen Z’s potential. This series is about bridging the gap, breaking down the stereotypes, and finding practical ways for both Gen Z and employers to thrive together. Let’s get into it.
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How Gen Z Finds and Applies for Jobs
Gen Z has transformed job searching by relying on digital tools rather than traditional methods like newspaper listings or in-person job fairs. Online job boards such as LinkedIn, Indeed, and Glassdoor are our primary sources for discovering opportunities.
Mobile job search apps and company career pages also play a key role, allowing Gen Zs to apply quickly with just a few clicks. Unlike previous generations, Gen Zs expect a streamlined, digital-first application process, often preferring companies that utilize AI-driven hiring platforms.
The Role of Social Media for Career Growth
Beyond job boards, I can confidently say that social media has become an essential job-hunting tool. LinkedIn remains the most professional platform, but Gen Z also turns to Instagram and TikTok for career advice and job opportunities.
Many follow industry leaders, engage with company content, and watch short-form videos on resume tips, interview techniques, and networking strategies. I know for a fact that TikTok has become a hub for career-related content, helping job seekers craft standout applications and personal brands.
Networking Over Traditional Applications
A key difference in how Gen Z approaches job searching is the preference for networking over direct applications. Instead of submitting dozens of resumes blindly, a Gen Z will rather focus on making meaningful connections. Many reach out to professionals on LinkedIn, request informational interviews, and engage in online industry communities. Cold messaging recruiters and participating in virtual career events have become common strategies to bypass traditional application barriers.
This shift highlights an important change, Gen Z values visibility and relationship-building just as much as qualifications. For employers, adapting to this trend means being present on digital platforms and creating opportunities for authentic engagement. On the flip side, for job seekers, success lies in balancing technology with personal connections to build lasting career opportunities.
How Gen Zs Apply for Jobs: Key Trends and Successful Digital Recruitment Strategies
Gen Z is all about digital when it comes to job hunting. A 2023 LinkedIn study found that 60% of Gen Z job seekers are using social media to find opportunities, with LinkedIn, Instagram, and TikTok leading the way.
Plus, 45% of Gen Z prefers applying through mobile-friendly, easy-to-use platforms. So, if you're recruiting Gen Z, make sure your strategy is all about social engagement, eye-catching content, and mobile-first experiences to catch their attention!
Also, Fast Company article reports that one in five Gen Z respondents have applied to jobs and secured interviews through TikTok, demonstrating the platform's growing influence in job recruitment.
Are Gen Z's Digital Recruitment Strategies a Brilliant Move or a Potential Pitfall?
Gen Z’s approach to digital recruitment is undoubtedly innovative, but it’s not without its risks. Let's explore both sides of the coin.
Pros:
Technological Fluency: Gen Z has grown up surrounded by technology, making them adept at using various digital platforms for recruitment. This familiarity allows them to leverage tools like LinkedIn, TikTok, and other social media to connect with potential employers, expanding their reach far beyond traditional methods.
Creative Self-Promotion: Gen Z is all about showcasing their personality and skills through digital content. This can lead to more personalized, engaging recruitment experiences, where employers get a true sense of an applicant’s creativity and work ethic.
Cons:
Overreliance on Nontraditional Channels: While platforms like TikTok can be great for creative displays, they might not always align with the expectations of more conservative industries that still prioritize formal resumes and interviews.
Risk of Overexposure: With constant digital self-promotion, there's a chance that personal brands might overshadow professional skills, making it difficult for employers to assess the depth of an applicant’s qualifications.
In the end, balancing digital creativity with industry expectations is key to making the most of Gen Z’s recruitment strategies.
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Meet The Writer!
I'm Favour, a content writer, copywriter, and graphics designer with a passion for making brands shine. I help businesses and individuals create content and designs that convert. My goal? Make your brand awesome, one word/image at a time. When I'm not working, you can find me playing (bad) football, eating (too much), or watching football highlights (guilty pleasure!). Do you want to say something to me or do you want me to be of help? Connect with me via this link.
