27 of March, 2025

What age profile dominates in your company? Is there young talent in the organization? Do you take into account what generation the candidates are in your company’s recruiting processes? We live in a time of change, attracting Z talent to our ranks represents a whole challenge.

We are talking about people born in the late last century or the beginning of the 21st. A talent that has just finished their studies and wants to jump into the job market.

Z Talent in a company

We are talking about the “generation of screens”. Young people who have grown up surrounded by screens from a very young age. Let’s look at the main characteristics of Generation Z, what makes them unique:

They are digital natives, with a wide mastery of technology. They can adapt to technological changes and the novelties that arise.
They are open to new ideas. This is a generation that advocates for diversity, who flees from stereotypes.
They value experiences highly, often above material goods.
It is an entrepreneurial generation, they like to experiment and try new things.
They have an independent profile, they see themselves as a separate entity, not as team players.
Their attention span is reduced to 8 seconds. From there, it will be difficult to get their attention.
Yet, they process information quickly and are capable of developing several tasks at once.
They are volatile and don’t mind changing jobs frequently if the job is more stimulating.

Therefore, we face a double challenge: attract Z talent and retain it in the organization. Both are equally important, hence the importance of directing the HR strategy in this direction.

From the Human Resources department, we have the right tools. We just have to use them properly.

Tips to attract Z talent

Before analyzing the best proposals to attract these young people, you should know Generation Z. How they think, what their opinions are, what they look for, what their preferences are.

The more information you have about them, the easier it will be for you to attract Z talent to your company. Let’s understand some of the keys to do this.

Flexibility (and work-life balance)

Yes, scheduling flexibility is a must if you want to attract young talent to your ranks. The big difference with previous generations is that this generation wants to enjoy life beyond work.

Beyond flexible hours, we must talk about remote working. Allowing them to work from home -or from anywhere in the world- will be a plus.

As we have said, they are a generation of digital natives. We just have to be open to new experiences and try something different than usual.

An attractive place to work

Just as there is life beyond work, a job is more than making a living. Therefore, it is necessary to offer an attractive and inclusive workplace.

A space where they can unleash their creativity. A place where young talent can develop, where they are recognized.

The development of a career plan can help us attract and, above all, retain. That’s why the company should have training plans.

Thus, we reinforce the talent and their skills. Another interesting option is to facilitate the compatibility of work and university studies.

Simplify selection processes

Another of the handicaps we find in attracting Z talent are the complex selection processes. A simple and intuitive job site will make things easier.

We have mentioned that they are digital natives, but also that their attention is limited. And they would want a swift response.

If you’re slow in responding, you run the risk that another company might beat you. The same happens with employment exchanges: reserve them for other professional profiles.

Lastly, avoid phone calls. We have to modernize the selection process so that it is more attractive to them.

Prioritize the candidate’s experience

Generation Z places great value on experiences. We mentioned it in the previous point, and we have to transfer it to the selection process.

Working on the candidate experience will be crucial to making the best impression. Take care of any detail, inform the candidate about their progress and always keep yourself available.

Hire Generation Z with artificial intelligence

It is undeniable that part of the future of work in companies is in Generation Z. The use of Artificial Intelligence brings us closer to young talent, being one more reason to attract them to our ranks. AI contributes to this process of automation in hiring, thus meeting the immediate requirements of younger candidates.

It is estimated that 40% of employers have invested in automation solutions, a figure that continues to rise. On the one hand, AI provides us with a more efficient and accurate recruitment in the future.

On the other hand, it is a fundamental part to offer a personalized experience to younger candidates. Knowing the values and expectations of Gen Z is the first step to meet them and optimize talent management.

Advantages and disadvantages of attracting Z talent

Among the advantages of attracting Z talent the most notable one is that they are digital natives. This allows them to develop several tasks at once successfully.

They believe they are the best prepared generation, and this self-confidence is key in multitasking. This gives them a great capacity to adapt.

Another one of the great advantages of young talent is that they have strong principles and values. If you manage to make them coincide with the values of the company, you will fit perfectly together.

The most notable disadvantages of attracting Z talent are that they are used to immediacy, and that can result in a difficult handicap to handle.

They are a restless profile, and this can translate into constant job changes. The job hoppers do not settle down in any company, and that can harm us.

Being digital natives can generate certain problems when expressing themselves in public or having to make long presentations.

It will be difficult for them to work offline, and the company will have to adapt to them. Small handicaps that compensate with what this profile brings.

Having a Human Resources software like Sesame HR can help you attract Z talent. Discover how to take full advantage of it and the best tips to attract talent in our blog and guides.

Professional with over 20 years of extensive experience in various areas of Human Resources (Recruitment, Training, Occupational Risk Prevention, and Personnel Management). Experience in the Management Department: Broad understanding of the company and HR.

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cristinamartin

HR Content Specialist

Tips for attracting Generation Z talent from the HR department to a company