Hiring • 8 MIN DI LETTURA
Perché la Gen Z è più difficile da assumere di quanto pensiate
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.
Chi è la Generazione Z?
La Generazione Z, definita in senso ampio come coloro nati tra 1997 e 2012, è la prima generazione ad essere cresciuta interamente con smartphone e social media. I lavoratori Gen Z più anziani sono ora sulla ventina inoltrata; i più giovani stanno appena entrando nel mondo del lavoro. Entro 2030, costituiranno circa 30% della forza lavoro globale. Comprendere i loro valori, le loro aspettative e i loro stili di lavoro non è un elemento facoltativo per i datori di lavoro: è una necessità aziendale.
Cosa vuole davvero la Gen Z dal lavoro
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 An outdated careers page or a poor Glassdoor rating will reduce your application rate among this cohort.
Adattare il vostro approccio
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.
