Sharon Wu
\n\u00a0|\u00a0 Special to USA TODAY<\/p>\n
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<\/a>, 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.<\/p>\n That\u2019s just one sign of a deeper disconnect. \u201cWe\u2019re seeing a growing trust gap between employers and younger job seekers,\u201d says Jeri Doris, chief people officer at human resources platform Justworks<\/a> in New York. Many Gen Z candidates have witnessed mass layoffs, applied to \u201cghost jobs<\/a>\u201d \u2014 roles posted but never filled \u2014 and navigated algorithmic hiring. The result? They\u2019re asking, Can I even trust this employer?<\/p>\n 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<\/a>) to candidates disappearing when companies fail to deliver. But this divide isn’t permanent \u2014 smart employers<\/a> are finding ways to bridge the gap.<\/p>\n How employers can fix the workplace divide in 2025<\/p>\n \u201cWe\u2019re leading in a five-generation workforce, which has never happened before,\u201d Doris emphasizes. \u201cThe best policies meet people where they are, not where we wish they were.\u201d<\/p>\n Below, she recommends four strategies to address the root causes of hiring friction:<\/p>\n Drop the generational stereotypes<\/p>\n \u201cNot all Boomers are allergic to Slack, and not all Gen Zers are glued to their phones,\u201d highlights Doris. People want recognition, respect and genuine understanding. \u201cSo tailor your communication to the person throughout the hiring process, not the membership of the particular generation they\u2019re a part of,\u201d she says.<\/p>\n 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.<\/p>\n Great employers don\u2019t make capability judgments based on someone\u2019s birth year \u2014 they assess true skills and adaptability.<\/p>\n Bridge the feedback gap<\/p>\n \u201cGen Z workers thrive on real-time feedback and transparency, whereas older generations were raised on a \u2018no news is good news\u2019 model,\u201d Doris explains. \u201cWhat one side sees as respectful autonomy, the other experiences as abandonment.\u201d<\/p>\n This disconnect shows up throughout the hiring process. A recruiter might think they\u2019re being professional by waiting two weeks to follow up after an interview. Meanwhile, the Gen Z candidate assumes they\u2019ve been rejected and accepts another offer.<\/p>\n To prevent misunderstandings, set clear expectations from the get-go. Let candidates know exactly when they\u2019ll hear back. Then follow through on that commitment. Even a quick \u201cstill reviewing, will update by Friday\u201d message keeps talent engaged.<\/p>\n Prioritize human connection<\/p>\n \u201cI\u2019ve seen how the human-to-human approach transforms the entire hiring experience,\u201d Doris notes. \u201cWhen you communicate about your processes, you\u2019re building trust from day one.\u201d<\/p>\n For example, an excellent leader<\/a> might say, \u201cHere\u2019s how we usually handle feedback timelines, but we\u2019re happy to adapt to what works best for you.\u201d 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 \u201cWe\u2019ll be in touch.\u201d<\/p>\n Showcase growth paths<\/p>\n Gen Z candidates want to know their career trajectory before they accept an offer. Ambiguous promises about growth opportunities<\/a> no longer suffice. \u201cOffer clarity about career development and upskilling<\/a>,\u201d Doris advises. \u201cHighlight real examples of how junior employees have grown internally.\u201d<\/p>\n 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\u2019re invested in their futures, not just filling an immediate need.<\/p>\n What is USA TODAY Top Workplaces 2025?<\/p>\n Do you work for a great company? Each year,\u00a0USA TODAY Top Workplaces<\/a>, a collaboration between\u00a0Energage<\/a>\u00a0and USA TODAY, ranks organizations across the United States that excel at creating a positive work environment for their employees. Employee feedback determines the winners.<\/p>\n