Recruitment is evolving fast as more and more Generation Z members enter the workforce — especially hospitality. To connect with this energetic group, employers should focus on creating high-quality job postings for Gen Z.
At the same time, it’s important to keep recruitment compliant. This not only builds trust with applicants but also boosts your company’s reputation and helps create a more inclusive and diverse workplace.
Staying compliant doesn’t just protect your hospitality brand — it opens the door to a broader talent pool, giving you a better shot at finding the right fit for your team.
In this article, we’ll share tips, platforms and strategies to grab Gen Z’s attention as an employer in the hospitality industry. We’ll also provide practical advice to help you fine-tune your recruitment approach.
Understanding Gen Z’s Job Search Behavior
In this section, we’ll explore the unique traits that define Generation Z and how they influence job search behaviors. By the time you finish reading, you’ll have a clear understanding of what drives this dynamic generation and how to align your recruitment strategies to connect with them effectively.
Who Is Generation Z?
Generation Z, typically defined as individuals born between 1997 and 2012, is reshaping the workforce and society at large. Making up 32% of the global population and poised to represent 27% of the workforce by 2025, this generation is impossible to ignore.
Unlike their millennial predecessors, Gen Z has grown up fully immersed in a digital world. The internet, smartphones and social media aren’t just tools — they’re foundational aspects of their daily lives. This constant connectivity has shaped how they communicate, consume information and make decisions.
Formative global events, such as the 2008 recession, the rise of social justice movements and the COVID-19 pandemic, have further influenced their worldview. Gen Z values inclusivity, sustainability and purpose in their personal and professional lives, often seeking employers and brands that align with these ideals.
As digital natives, they prioritize efficiency, expecting streamlined processes and modern technologies in every aspect of life — including job applications. To connect with this generation, it’s crucial to understand what makes them tick.
[Source: Market.us Media]
What Gen Z Wants
For Gen Z, flexibility is a non-negotiable. A LinkedIn survey found that 72% of Gen Zers have left or considered leaving jobs because of rigid work policies. They value roles that offer control over their schedules, remote work options and a healthy work-life balance.
If your workplace isn’t offering flexibility, you may be missing out on this talented, dynamic generation. At the same time, while flexibility is key, fair pay is still a top priority. In fact, 70% of Gen Zers rank salary as one of the most important factors when considering job opportunities.
However, they’re not just chasing paychecks. They want to work for companies with purpose, values and a genuine commitment to making a difference. This is your chance to highlight not just your compensation packages but also what makes your organization stand out.
Another thing you should know is that Generation Z spends a significant chunk of their day using social media.
54% Gen Z-ers spend more than four hours daily on YouTube, Instagram, TikTok or Snapchat.
But, these platforms aren’t just for fun; they’re also where Gen Z discovers and evaluates employers. If you’re not creating engaging, authentic content that speaks to their values, you’re likely missing a huge opportunity to connect.
Gen Z’s Early Career Mindset
Gen Z members enter the workforce with a fresh, adaptable mindset shaped by a fast-paced, ever-changing world. They’re resourceful problem solvers ready to tackle challenges head-on and bring innovative solutions to the table.
Growing up amidst technological advancements and global upheavals, they are both forward-thinking and resilient — qualities that can significantly enhance your organization.
Purpose drives this generation. Beyond the paycheck, they want their work to contribute to something meaningful. Companies that value inclusivity, demonstrate a commitment to social and environmental causes and foster an authentic culture will stand out to Gen Z candidates.
Flexibility is equally crucial. For Gen Z, flexible hours and (if applicable) remote work options aren’t perks — they’re expectations. By offering these benefits, you can attract and retain this forward-thinking generation, while also building a workplace culture that embraces adaptability.
Crafting Hospitality Job Postings for Gen Z
To effectively connect with Gen Z as a hospitality employer or recruiter, your job postings need to stand out. Both content and presentation play pivotal roles in attracting this generation’s interest.
| Elements | What You Should Do |
|---|---|
| Language | Gen Z values direct communication. Job descriptions should be straightforward, easy to understand and free of jargon. Consider using bullet points to highlight key responsibilities and qualifications make the content easy to scan. |
| Engagement | Consider adding interactive elements like videos, infographics or virtual workplace tours to your job postings. These features make your listings stand out and offer a more engaging experience. |
| Testimonials | Feature testimonials from current employees, especially those within Gen Z’s age range. Authentic stories about career growth and workplace experiences can be incredibly persuasive. |
| Growth | This generation is highly career-focused and seeks opportunities for development. Job postings should emphasize career paths, mentorship programs and skill-building initiatives in the organization. |
| Innovation | Being digital natives, Gen Z is drawn to companies that embrace innovation. Highlight advanced tools or innovative practices used in the role or organization to spark their interest. |
| Inclusion | Gen Z prioritizes workplaces committed to diversity and inclusion. Job postings should reflect these values, mentioning relevant initiatives or employee resource groups. |
If you want to stand out and connect with Gen Z candidates, think outside the box. This generation values authenticity, engagement and transparency in the hiring process. Here are some innovative ways to grab their attention:
- Day-in-the-life content: Create videos showing what a typical day looks like for employees in different roles. It’s a great way to let candidates visualize themselves at your company.
- Live Q&A sessions: Consider hosting live video Q&A events where candidates can ask about roles, culture and more. It’s personal, engaging and shows you care about their questions.
- Social media takeovers: Let your current employees take over the company’s social media for a day. They can share their experiences, give a behind-the-scenes look and answer questions in real time.
Optimizing Job Boards To Reach Gen Z
When it comes to attracting Generation Z talent, understanding their preferred job search methods is crucial. Unlike previous generations, Gen Z approaches the job hunt with a unique blend of digital savvy and personal connection, making it essential for employers to meet them on the platforms they trust most.
Job boards and career platforms remain valuable tools in the recruitment process. However, using these effectively requires a thoughtful approach. Gen Z candidates trust referrals the most, but job boards follow closely, with nearly 56% of this generation using these as a trusted source.
Platforms like OysterLink and other modern job boards offer employers the opportunity to connect directly with a wide range of young talent. To maximize success, job postings on these platforms should be clear, engaging and tailored to showcase not just the role but also the company’s culture, values and growth opportunities.
According to Yello’s 2019 recruiting study, outdated application processes are a major turnoff for Gen Z-ers. In fact, 54% of them won’t even complete a job application if the technology feels outdated. This makes it clear that companies should embrace mobile-friendly interfaces and seamless application processes to keep this generation engaged.
Finally, leveraging job boards goes beyond just posting listings. Employers should actively engage with job seekers on these platforms by responding quickly to inquiries and maintaining a dynamic presence. When used strategically, job boards and career platforms can become a powerful way to attract, connect with and ultimately hire the best of what Generation Z has to offer.
How Referrals Win Over Gen Z
Employee referrals are one of the best ways to connect with Gen Z talent. This generation trusts referrals more than any other recruitment method because they offer a personal, reliable connection. By encouraging your current and even former employees to refer candidates, you can tap into a trusted network of potential hires.
Referrals resonate with Gen Z because they value authenticity and trust. Plus, referred candidates are often a great cultural fit, which can save time and effort in the hiring process. It’s a win-win: You get strong candidates and employees feel empowered to help shape the team.
To make the most of this approach, create a clear, simple referral program and let your team know how easy it is to participate. Showcase your company culture and growth opportunities so employees feel proud to recommend your workplace. It’s a straightforward, effective way to bring Gen Z talent on board.
To keep the referral process seamless, make it simple and quick. With 60% of Gen Z candidates expecting applications to take under 15 minutes, an easy system boosts participation and meets their expectations.
Attracting Gen Z to Hospitality
To answer this pressing question, we turned to Ana-Victoria Vârlan, a 25-year-old hospitality professional from Romania currently working at Trump International Hotel and Tower in New York City.
With a background in hospitality from the Hotel Management School Leeuwarden in the Netherlands and a Gen Z herself, Ana-Victoria offers thoughtful advice on how to connect with and inspire Gen Z talent in the hospitality industry:
“Hospitality employers can appeal to Gen Z by fostering a work environment that balances structure with creativity and encourages social media engagement. A lot of Gen Z people want to be in the spotlight.
So, if there’s something that will give them the chance to do that, they’ll most likely take it. Offer opportunities that will let them be themselves and be active on social media.”
In fact, the hospitality industry is brimming with potential, but many job seekers fail to see it. By highlighting growth and fulfillment in your job postings, you can help candidates understand that this field isn’t just a stepping stone — it’s a pathway to long-term success.
For many, breaking the six-figure mark feels like an impossible dream in the restaurant and hospitality sector. This belief is particularly common among Gen Z, who often view the industry as a temporary stop rather than a viable career.
But this couldn’t be further from the truth. The hospitality industry offers unparalleled opportunities for those willing to explore its full scope. Crafting thoughtful, inspiring job posts can play a vital role in challenging these misconceptions and attracting talent with the potential to thrive.
As Selim Soliman, Regional Vice President of Shaner Hotels, emphasizes:
“They need to experience as much as possible because it all comes down to finding true passion.
Finding the passion early on will make them progress on their career path like no degree or certification can. The way to find their passion is for them to do as many jobs in the hospitality business as possible.
Because the more they learn, the more they can progress.”
With the right approach, you can showcase the hospitality industry as a space where dedication and passion lead to remarkable growth and success.
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Besides crafting restaurant and hospitality job postings for Gen Z talent, you’ll also need to create a recruitment strategy that resonates with their values, speaks their language and showcases the opportunities your company has to offer.
By understanding their preferences for flexibility, inclusivity and meaningful work, you can position your organization as a place where they can thrive.
The hospitality industry, in particular, holds immense potential for growth and fulfillment when presented through the right lens. With thoughtful strategies, such as clear job descriptions, engaging content and highlighting career pathways, employers can transform perceptions and connect with this purpose-driven generation.
The time to adapt is now and those who rise to meet Gen Z’s expectations will not only fill positions but also shape the future of a thriving workforce.
Written by Lidija Misic
Lidija holds a BA in English Language and has lived in five different countries, where she has worked in various roles, including as a flight attendant, teacher, writer and recruiter. Her biggest passion is crafting great content and reading. She is particularly passionate about creating punchy copy that inspires people to make positive changes in their lives.
Edited by Marcy Miniano
Marcy is an editor and writer with a background in public relations and brand marketing. Throughout her nearly decade-long career, she has honed her skills in crafting content and helping build brands across various industries — including restaurant and hospitality, travel, tech, fashion and entertainment.
