Hiring • 8 MIN LEER
Por qué a la Generación Z es más difícil contratarla de lo que piensan
MAR 20, 2026
Generation Z is entering the workforce with different expectations. Here is what recruiters and HR leaders need to understand to attract and retain them.
¿Quién es la Generación Z?
La Generación Z, definida en términos generales como quienes nacieron entre 1997 y 2012, es la primera generación que creció completamente con teléfonos inteligentes y redes sociales. Las personas trabajadoras mayores de la Generación Z ya están a finales de sus veintes; las más jóvenes apenas están entrando al mercado laboral. Para 2030, representarán alrededor de 30% de la fuerza laboral global. Entender sus valores, expectativas y estilos de trabajo no es algo opcional para los empleadores: es una necesidad de negocio.
Lo que la Generación Z realmente quiere del trabajo
Research consistently shows that Gen Z prioritises job security and financial stability above most other factors, which challenges the stereotype that they are primarily motivated by purpose and flexibility. They do value meaningful work and psychological safety, but they also want competitive pay, clear career progression, and a manager who supports their development. They are significantly more likely than previous generations to talk openly about mental health, to expect their employer to take wellbeing seriously, and to leave if they do not.
Where traditional recruitment processes fail them
Gen Z candidates have grown up with instant feedback loops. A recruitment process that takes six weeks, involves four rounds of interviews, and provides no status update between stages will lose them to an employer who moves in two weeks and communicates throughout. They also conduct extensive research on employers before applying: Glassdoor reviews, LinkedIn posts, social media presence, and the careers page all form their impression. An outdated careers page or a poor Glassdoor rating will reduce your application rate among this cohort.
Adaptar su enfoque
Speed up your hiring process, target two to three weeks from application to offer for most roles. Communicate at every stage, even if the message is only that a decision has been delayed. Be transparent about salary in the job advertisement, since Gen Z is significantly more likely than older candidates to bypass applications with no stated range. During onboarding, assign a peer mentor in addition to a line manager: Gen Z learn well from peers and value social connection at work.
