Sharon Wu
 |  Special to USA TODAY

Gen Z job seekers are upending conventional hiring practices. They’re embellishing their qualifications and walking away from opportunities that don’t meet their standards without a word. In a June 2025 Resume.org survey, more than half of hiring managers report that Gen Z candidates disappear after receiving job offers, and 66% say this trend has made recruiting more challenging.

That’s just one sign of a deeper disconnect. “We’re seeing a growing trust gap between employers and younger job seekers,” says Jeri Doris, chief people officer at human resources platform Justworks in New York. Many Gen Z candidates have witnessed mass layoffs, applied to “ghost jobs” — roles posted but never filled — and navigated algorithmic hiring. The result? They’re asking, Can I even trust this employer?

The larger consequence is a workplace divide where younger candidates enter with skepticism while hiring managers struggle to adapt. That skepticism is evident in everything from prolonged silence or unblinking eye contact in tense interviews (i.e., the viral Gen Z stare) to candidates disappearing when companies fail to deliver. But this divide isn’t permanent — smart employers are finding ways to bridge the gap.

How employers can fix the workplace divide in 2025

“We’re leading in a five-generation workforce, which has never happened before,” Doris emphasizes. “The best policies meet people where they are, not where we wish they were.”

Below, she recommends four strategies to address the root causes of hiring friction:

Drop the generational stereotypes

“Not all Boomers are allergic to Slack, and not all Gen Zers are glued to their phones,” highlights Doris. People want recognition, respect and genuine understanding. “So tailor your communication to the person throughout the hiring process, not the membership of the particular generation they’re a part of,” she says.

This individualized approach matters because stereotypes can lead to costly hiring mistakes. For instance, a hiring manager might pass over older candidates for tech roles. They assume these workers can’t adapt to modern collaboration tools. Meanwhile, they could overlook a Gen Z applicant’s poor communication skills, assuming digital fluency equates to professionalism.

Great employers don’t make capability judgments based on someone’s birth year — they assess true skills and adaptability.

Bridge the feedback gap

“Gen Z workers thrive on real-time feedback and transparency, whereas older generations were raised on a ‘no news is good news’ model,” Doris explains. “What one side sees as respectful autonomy, the other experiences as abandonment.”

This disconnect shows up throughout the hiring process. A recruiter might think they’re being professional by waiting two weeks to follow up after an interview. Meanwhile, the Gen Z candidate assumes they’ve been rejected and accepts another offer.

To prevent misunderstandings, set clear expectations from the get-go. Let candidates know exactly when they’ll hear back. Then follow through on that commitment. Even a quick “still reviewing, will update by Friday” message keeps talent engaged.

Prioritize human connection

“I’ve seen how the human-to-human approach transforms the entire hiring experience,” Doris notes. “When you communicate about your processes, you’re building trust from day one.”

For example, an excellent leader might say, “Here’s how we usually handle feedback timelines, but we’re happy to adapt to what works best for you.” This simple phrase shows transparency while inviting dialogue. It treats candidates as partners in the process rather than leaving them guessing with vague responses, such as “We’ll be in touch.”

Showcase growth paths

Gen Z candidates want to know their career trajectory before they accept an offer. Ambiguous promises about growth opportunities no longer suffice. “Offer clarity about career development and upskilling,” Doris advises. “Highlight real examples of how junior employees have grown internally.”

Tell candidates about Sarah, who started in customer service and now leads the marketing team. Explain the professional development that made her transition possible. During interviews, ask candidates about their career goals and engage with their answers. This two-way conversation shows you’re invested in their futures, not just filling an immediate need.

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