Gen Z grew up with options, algorithms and authenticity. TeamKC is diving into what’s working (and what’s not) when it comes to connecting with this generation before, during and after the career fair.
First, let’s tackle a misconception. This generation (born 1997–2012) made its presence known when it began entering the workforce, asking for what they believe they deserve. Entitled? More like confident, comfortable and connected. (Three cheers to that!)
To earn their time and eventually their loyalty, companies must first understand them. Raised in a hyper-connected world, Gen Z has naturally become skeptical consumers of content. Employer branding isn’t a checkbox – it’s a first impression and an ongoing interaction. So, how do you recruit and retain a generation willing to demand what they value? The answer starts by equipping managers, mentors and hiring teams with the key tools and training.
Rethink Campus Recruiting
Launch early with on-campus and virtual outreach. Gen Z craves both digital ease and in-person connection. Go beyond the career fair by connecting with career services to get creative. Pop-up employer booths, employer days and lunch-and-learns grab student attention while helping put the spotlight on one company at a time.
Make the most of travel and time on campus. Before career fairs, request resumes, contact standout students and clear the calendars of hiring managers for next-day interviews.
Gen Z expects frequent, clear updates across channels. Keep the connection alive by sharing culture-focused content. Forward company updates, insider stories and casual check-ins, so even when you’re not talking directly, students remain connected.
Foster Intern Programs that Actually Work
Internship programs – when structured effectively – provide invaluable experience for the interns and innovative ideas for companies.
Companies that invest in their interns create a recurring high-potential talent pipeline. Those who do it well aim to convert interns into full-time hires upon graduation. They build structure with flexibility, giving interns meaningful projects and letting their interests guide their work path. Gen Z wants direction but also room to explore.
And the best intern programs? They build connections – among interns, with mentors and throughout the community.
Make culture part of the job description. Budget time for training, group problem-solving and feedback sessions. Include interns in your mission, because job titles attract them, but culture makes them stay.
Step Into the Algorithm
Gen Z grew up with the algorithm. Constantly testing the limits, 95% evaluate a company’s social media presence when considering a job. Hiring teams, focus your attention on platforms they already see: TikTok and Instagram.
Launch a careers-focused Instagram. Said easy, done hard – we get it. There’s often red tape around social channels for company brands. Unlike some social platforms that can feel cluttered or oversaturated, Instagram offers a minimalist, visual option that may be just right for your company.
For TikTok, start by exploring what’s out there about your company already. Pro tip: Explore #CareerTok but don’t get lost in the scroll. Enhance your brand presence by encouraging employees to post “Day in the Life” videos or casual behind-the-scenes content
Personal content checks two boxes: it empowers current team members and offers genuine cultural insight for future hires.
Retain Gen Z in a Job-Hopping World
Or are we job hugging now? It can be challenging to determine when you’re hiring top talent. Top employers and top talent will always find a way to balance the scales, working together in an ever-evolving market.
From the TeamKC Scouting Report: Landing a job today is more difficult. Companies are back in the driver’s seat as candidates face a more challenging, time-consuming talent market.
… but workers are still more mobile than ever before. Three years is the new average tenure for U.S. workers.
When employers offer growth, inclusion and consistent feedback, Gen Z shows up—and sticks around. But don’t stop there: reach out proactively to passive candidates who typically negotiate thoughtfully and build longer-lasting bonds with the company.
Discover more tools, resources and opportunities to join the conversation — connect with TeamKC today!