The 4 top tips for recruiting Gen Z
1. Let candidates know what to expect
Understanding how your recruitment process works and what your application process involves can be really important for Gen Z candidates, especially when every employer does things slightly differently. Research from Bright Network shows us that almost all students want to meet employers at the early stages of the application process and that out of the whole application cycle, it is the interview stage that candidates worry about the most.
Recommendation: Host an open or virtual insight day
Virtual insight or open days are a fantastic way to create a dialogue with potential candidates and enable them to ask you questions. You can also provide top tips for applicants to help guide them on your recruitment process and what you’ll be looking out for in applications. Insight days can also provide a useful glance into your organisation’s culture and what it’s like to work for your company.
2. Provide a salary or range
An experienced graduate recruiter on LinkedIn asked their network whether employers should display the salary on their job adverts. Out of the 650 responses, 91% agreed that recruiters should do this. This helps avoid candidates getting through to the final stages of the recruitment process only to find out the salary was not what they were expecting.
Recommendation: Always provide a figure
Ever read a job description and see the words “competitive salary” and wonder what that means? Mentioning a fixed salary or range has benefits for both sides - potential candidates won’t be disappointed and you save time screening candidates who might pull out later down the line.
3. Provide feedback to unsuccessful candidates
Usually if a candidate has not heard back from you, they can assume they have not been successful. This can save administration time, but doesn’t give candidates room for improvement and can lead to negative word of mouth. Providing feedback could encourage applicants to try again successfully, or give prospective candidates the confidence to apply.
Recommendation: Personalise your communication
Competition can be tough, so personalised feedback can be really valuable for those starting out. Rather than being “ghosted”, providing genuine reasons for why a candidate is not being taken to the next stage can still leave them with a positive impression of your brand and encourage them to apply again for other opportunities with your organisation in future.
4. Give accurate closing deadlines
Imagine spending hours preparing to apply for a role only to find the application deadline has been closed early. An experienced graduate recruiter on LinkedIn asked their network whether employers closing their roles early was a good thing. Out of 300 responses, unsurprisingly over 70% said no.
Recommendation: State the closing date and extend if needed
The obvious recommendation here would be to state the closing date or extend it if you do not receive the number of applicants you were hoping for. Signposting applicants to your recruitment updates or newsletter so they can be the first to hear about new opportunities is also a great way to keep in contact with potential candidates.
Want to know more about Gen Z?
If you want to learn more about Gen Z and what you could be doing differently to connect with them, take a look at our insights to attract Gen Z.
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Last updated: July 2026