Hiring • 8 最短読了時間
Z世代の採用が思うより難しい理由
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.
Z世代とは誰か
ジェネレーションZは、広く 1997 年から 2012 年の間に生まれた世代と定義され、スマートフォンとソーシャルメディアとともに完全に育った最初の世代です。最年長のGen Zの労働者は現在20代後半であり、最年少はちょうど労働市場に入り始めています。2030 までには、世界の労働力の約 30% を占めるようになります。彼らの価値観、期待、働き方を理解することは、雇用主にとって「あればよいもの」ではなく、事業上の必要事項です。
Z世代が実際に仕事に求めるもの
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 An outdated careers page or a poor Glassdoor rating will reduce your application rate among this cohort.
アプローチを適応させる
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.
