by Optimum
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by Optimum
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There are plenty of articles written about Gen Z, but very few written by us. As an 18-year-old working in recruitment, I get to see first-hand how early-career talent approaches work, what motivates us, and what makes us excited or disengaged. Here’s what I’ve noticed.
Clarity and transparency are non-negotiable
Gen Z grew up hearing about financial stress, housing crises, and economic uncertainty. Money matters to us and being upfront about salary builds trust instantly. When job ads don’t list a range, or when compensation changes mid-process, young candidates feel uneasy. Transparency signals respect and saves time for everyone.
Growth and development trump fancy titles
Titles are nice, but what really matters is where the role could take us. We’re looking for clear learning pathways, mentorship, and the chance to develop skills that set us up for the future. Many of us will choose a slightly lower-paying job if it offers better long-term growth.
Tech-savvy and forward-thinking
Gen Z didn’t just grow up with technology; we’ve grown up shaping it. AI, automation, and digital tools aren’t just conveniences; they’re part of how we work, learn, and solve problems. Employers who embrace AI thoughtfully, rather than just as a buzzword, signal that they are innovative and future-focused, which resonates strongly with young candidates. The trend is only accelerating. Universities are now encouraging AI use in assessments and, in some cases, even disabling AI detection systems, teaching us to leverage these tools responsibly rather than avoid them. If that isn’t a clear sign that AI is becoming central to how we learn and work, I don’t know what is.
Purpose matters, but not in a cliché way
We want meaningful work, but it’s not about “saving the world” every day. Purpose can be simple: seeing the impact of our work, contributing to something bigger, and understanding why our tasks matter. Employers who explain the bigger picture make work feel worthwhile and engaging.
Why this matters for employers
Companies that understand what drives Gen Z and act on it have a competitive edge. Young candidates talk. We share experiences, compare job ads, and warn our peers about red flags. Companies that get it right attract ambitious, adaptable talent who are ready to grow with the organisation. If you want to hire and retain Gen Z talent, start by being clear, offering growth, embracing technology, and showing the purpose behind the work.
Mia Newbold
Candidate Consultant
Starting a new role is always a bit like stepping onto a construction site without the plans, and my first weeks in recruitment were exactly that. Coming from an engineering background, I’m used to defined problems, clear data, and predictable outcomes. Recruitment, on the other hand, lives in the grey; variables multiply, timelines shift, and […]
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