Scrolling to Success: How to Recruit and Retain Generation Z

February 16, 2026

Written by Caroline Ross
Systems & Marketing Expert

Caroline has 13 years of experience as a Recruitment professional, as well as a wide-ranging global career that included 10 years in logistics for the United Nations. Caroline’s deep knowledge of Employee Matters’ HR and Recruitment solutions and internal systems makes her instrumental in supporting our team of Experts to deliver high-quality client experiences.

The Australian workforce is undergoing a seismic shift. As Baby Boomers retire and Millennials move into senior leadership, a new force has risen: Generation Z. Born between 1997 and 2012, this cohort currently makes up approximately 15% of the Australian workforce, a figure set to grow rapidly by 2030.
If your recruitment strategy still relies on long winded job descriptions and clunky desktop application portals, you aren’t just behind the times, you are making yourself effectively invisible to the very talent you are trying to attract.

The 8-Second Challenge

To successfully attract and recruit Gen Z, you have to understand their digital habits. This is the first generation of true digital natives who live their lives on smartphones rather than computers. They don't just use the internet; they inhabit it.

When it comes to capturing the attention of a Gen Z candidate, you have a window of just 8.25 seconds. If your job ad doesn't hook them immediately with mobile friendly, fast and engaging content and a clear value proposition, you are too late - they have already scrolled past.

In Australia, about 41–42% of Gen Z workers are actively seeking new job opportunities, more than any other generation, pointing to a competitive candidate market and rising expectations from employers. So that means there are plenty of them in your potential pool; your attraction strategy is where you can really stand out.

Our recruitment team has found that switching to text messages rather than calling or emails for establishing initial contact and further engaging the candidate is far more effective with this generation - didn’t you know calls and emails are so 2010?

What Gen Z Actually Wants in a Workplace

Attracting Gen Z goes beyond a flashy ad. This generation has entered the workforce during a period of global upheaval and their priorities reflect a deep desire for stability and support.

Psychological Safety and Mental Health: For Gen Z, mental health support is not negotiable. They seek workplaces that actively manage psychosocial hazards - anything in the work design or environment that could cause psychological harm is a big no.
A Focus on Wellbeing: Policies that acknowledge the whole person are high on their list. This includes initiatives like pet friendly benefits or pet bereavement leave, which demonstrate a company's empathy and commitment to overall wellbeing.
Authenticity and Culture: They can spot a corporate fake from a mile away. They want to see the real culture of a business and feel that it is safe to speak up without fear of repercussions.
Flexibility as Standard: Whether it’s remote work or hybrid models, flexibility is viewed as a tool to manage anxiety and maintain work-life balance.

How to Recruit: Digital, Fast and Mobile-First

To win the race for talent, your recruitment process must be as agile as the candidates themselves:

Mobile Optimised Everything: If a candidate cannot apply for your role entirely from their phone while on the bus, you will lose them.
Short and Sharp Content: Use video and punchy headlines. AI can be a powerful ally here to help spruce up job ads and ensure they are compelling and inclusive.
Speed is Key: Gen Z expects a fast, seamless experience. Consider using AI scheduling tools to eliminate the back-and-forth of setting up interviews, ensuring the process moves at a digital pace.
Highlight "Social Proof": Show, don't just tell. Use social media to highlight your team and your commitment to a psychologically safe environment.

Retaining Your Superstars

Once they are through the door, the focus shifts to retention. Building a team of passionate, adaptable individuals requires more than just filling a role.

It has been found that Gen Z are more likely to frequently change jobs, averaging only about 1.1 years in a role early in their careers, significantly shorter than Millennials (at approximately 1.8 years) and older generations. Thought to be because they move on quickly when needs like growth, flexibility or alignment aren’t met.

Investing in psychosocial safety is an investment in your business's long term success. This means adopting models that prevent harm by setting realistic workloads and promoting wellbeing by giving employees a voice. When Gen Z feels genuinely supported, especially during times of personal hardship or workplace change, their loyalty and productivity increase significantly.

The landscape of Australian recruitment has changed. By embracing a mobile first, human-centric approach that prioritises mental health and fast engagement, you won't just find your next hire, you’ll build a workforce where everyone can thrive.

Ready to modernise your recruitment strategy for the next generation? Contact Employee Matters today for expert guidance on attracting and retaining top talent in a digital world.