Conventional recruitment strategies are so final yr. In 2025, youthful staff are scrolling via TikTok for profession recommendation and job alternatives. The #CareerTok period has formally arrived.
Nearly half (46%) of Gen Z have secured a job or internship via TikTok, whereas 92% belief the social media platform for profession recommendation. They’re additionally selecting Instagram over LinkedIn as a spot to attach with friends or trade professionals.
These findings come from Zety’s 2025 Gen Z Profession Traits Report, which surveyed nearly 900 Gen Z workers concerning the rise of #CareerTok.
It reveals how Gen Z’s profession mindset is formed by TikTok profession developments shared on #CareerTok. These embody:
- Job Hopping: Switching jobs ceaselessly for higher alternatives
- Naked Minimal Monday: Minimal effort to keep away from burnout
- Act Your Wage: Setting boundaries primarily based on pay
It’s a captivating deep dive into the minds of this digitally-savvy technology, and the way forward for recruitment.
Throw away the recruitment rulebook
These findings are necessary as a result of so many employers in numerous sectors wrestle to draw the subsequent technology of staff. But, it’s crucial that companies recruit and develop youthful expertise to thrive and put together for the long run.
Gen Z workers deliver distinctive digital abilities, expertise and experience, that are all key for innovation. In addition they add the contemporary views important to staying aggressive in a fast-moving world. In a nutshell, we’d like them to future-proof UK companies.
So, how can companies evolve their recruitment methods to draw the subsequent technology of staff? My recommendation is to fulfill them the place they’re; don’t count on them to come back to you.
Listed below are 5 tricks to attracting and retaining Gen Z workers.
1. Add worth on-line
Zety discovered that 95% of Gen Z try an organization’s social media presence when deciding whether or not or to not apply for a job there. So, be sure to are sharing related content material on-line that provides worth.
This contains posting profession recommendation, CV and interview ideas, day-in-the-life movies, and sharing genuine content material out of your workers to construct credibility.
And don’t overlook the inspirational content material, similar to ‘ get your dream job’ or ‘prime ideas for work/life steadiness’.
2. Preserve the method easy and mobile-friendly
Gen Z favour non-traditional job functions. Don’t put them off with lengthy, outdated software processes – they need pace and comfort.
Streamline your methods: Supply one-click functions on LinkedIn, and even TikTok resumes – these are brief, artistic, video-based job functions. Preserve software types temporary and to the purpose. And ensure your careers web page is optimised for cell gadgets.
3. Align your values
Gen Z workers need to work for organisations that align with their values. Posting brief movies about your organization’s achievements and tradition is a good way to point out this.
Ensure that your variety, fairness and inclusion (DEI) initiatives are seen and real. Based on Zety’s analysis, 48% of Gen Z staff cited DEI initiatives as the kind of content material that will enhance their chance of making use of for a job at an organization.
It’s additionally necessary to focus on your sustainability initiatives. Speaking about your net-zero commitments, moral sourcing or employee-led sustainability programmes could make your organization stand out within the busy jobs market.
Gen Z may even need to hear about your wellbeing programmes, particularly round psychological wellbeing help. Use social media to share worker testimonials and office wellbeing initiatives that transcend the standard perks.
In the meantime, encourage your workers to become involved in charity or social impression initiatives, and share these tales broadly in your social media.
4. Be clear and clear
As Gen Z values honesty and readability, you must clearly state wage ranges and advantages in job adverts.
Define profession development, and promote any mentoring programmes, together with reverse mentoring – that is the place Gen Z workers educate senior employees on tech developments and social points.
Promote your on-line studying or abilities coaching. Be pleased with your organisation’s funding in coaching and growing your employees, and inform individuals about it.
Share success tales of colleagues who’ve developed their careers inside your organization on social media to construct belief.
5. Concentrate on work-life steadiness
A wholesome work-life steadiness isn’t only a good to have for Gen Z – it’s a non-negotiable.
This technology expects extra flexibility than earlier generations, and to draw them, employers want to supply hybrid or distant working choices the place potential.
Create an inclusive and collaborative work setting – Gen Z workers need to really feel valued and that their voice is heard. Fostering a tradition that encourages private time builds belief and can make your organization extra enticing to youthful candidates.
Future-proof your workforce
The pattern of #CareerTok reveals the large affect that social media is having on the subsequent technology of staff. Platforms like TikTok and Instagram at the moment are important recruitment instruments for employers.
To draw and have interaction Gen Z, leaders must shift their considering, and transcend conventional hiring strategies.
However by embracing new developments, we won’t solely appeal to prime expertise but additionally future-proof our workforce.
