How to Hire Gen Z

Gen Z – those born between 1997 to 2012 – has never known a world without the internet or cellphones, and their education and early careers have been disrupted by a global pandemic that kept them at home, learning and working over a screen, Indeed’s LaFawn Davis wrote recently in Fast Company.

“It’s no wonder that their perspective on work is different than ours—and it’s time for us to pay attention,” wrote Davis, the employment website’s Chief People & Sustainability Officer.

The key, she says, is moving to a skills-first hiring model for Gen Zers (including those that start their careers in retail settings).

“That requires a major cultural shift, but one that unlocks productivity, creativity and innovation,” wrote Davis. “Indeed’s research shows hiring managers who embrace this approach find it twice as easy to find qualified candidates. With 52% of U.S. job postings now dropping formal education requirements, the shift is already underway. By removing these barriers that screen out over 70 million skilled workers, companies can tap into a vastly larger talent pool.”

For example, she says, if you’re hiring a social media manager, why require a marketing degree when there are Gen Z creators who have built viral brands from scratch? “Evaluate candidates based on real-world expertise.”

Another important step: Hire for the future, not the past.

“Gen Z expects a smarter, fairer approach to hiring—one that values what they bring to the table,” wrote Davis. “Companies that get this will thrive. Those that don’t? They’ll watch top talent walk away. Focusing on skills over degrees and clear career progression paths creates more engaged employees, better cultures and stronger business outcomes.”