Hiring • 8 分钟阅读
为什么千禧后世代比你想象中更难招聘
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.
什么是 Z 世代？
Z 世代通常被定义为出生于 1997 到 2012 之间的人群，是第一代完全在智能手机和社交媒体环境中成长起来的人。最年长的 Z 世代员工如今已接近三十岁；最年轻的才刚进入职场。到 2030 年，他们将约占全球劳动力的 30%。理解他们的价值观、期望和工作方式，对雇主来说不是可有可无，而是业务必需。
Z 世代真正想从工作中获得什么
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 An outdated careers page or a poor Glassdoor rating will reduce your application rate among this cohort.
调整你的做法
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.
