Hiring • 8 MIN CZYTANIA
Dlaczego pokolenie Z jest trudniejsze do zatrudnienia, niż Państwo myślą
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.
Kim jest pokolenie Z?
Pokolenie Z, szeroko definiowane jako osoby urodzone między 1997 a 2012, jest pierwszym pokoleniem, które dorastało wyłącznie ze smartfonami i mediami społecznościowymi. Najstarsi pracownicy z pokolenia Z są obecnie po późnych dwudziestych latach życia; najmłodsi właśnie wchodzą na rynek pracy. Do 2030 będą stanowić około 30% globalnej siły roboczej. Zrozumienie ich wartości, oczekiwań i stylów pracy nie jest dla pracodawców miłym dodatkiem: to konieczność biznesowa.
Czego pokolenie Z naprawdę oczekuje od pracy
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 An outdated careers page or a poor Glassdoor rating will reduce your application rate among this cohort.
Dostosowanie swojego podejścia
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.
