Hiring Gen Z Employees: 6 Mistakes to Avoid in Your Job Ad

As Gen Z enters the workforce and searches for the perfect job, they actively seek companies that share their values. If you’re looking to attract these new job seekers, creating a compelling job ad is your first step to success. First impressions are everything, and candidates form their first impression of your company based on your job ad. So, when hiring Gen Z employees, make sure that you’re not sending the wrong message.

What Gen Z expects in their job search is much different from what previous generations expected. So, what does Gen Z want in the workplace? According to an iHire report, Gen Z wants human connection, good vibes and values, flexibility, and autonomy in their jobs. As an employer, you need to convey in your job ads that you understand and respect these needs. You should also avoid these common mistakes that could potentially cause Gen Z applicants to run in the opposite direction. 

6 Common Mistakes in Job Ads That Deter Gen Z Applicants

Wondering how to write a job ad that attracts Gen Zers and gets the ball rolling? Begin by avoiding these six common mistakes when recruiting Gen Z employees.

1. Setting Unrealistic Expectations 

Of course, you’ll have certain ⁠⁠⁠⁠⁠⁠⁠expectations from your prospective employees, but it’s important to be realistic. Setting unrealistic expectations will scare away potential candidates before they can even apply for your job. When qualified candidates look at your job post and see a requirement for a master’s degree in a position that could be done with a bachelor’s degree, they may decide to move on.

You may also want to be careful about listing “must-have” skills. For example, if you list knowledge of multiple software programs or specific technical skills as a hard requirement, you may discourage potential candidates who don’t meet every criterion but could readily learn them. Stick to the essential skills and be open to training your employees for the rest. 

2. Requiring Years of Experience 

We’ve all been there – searching for an entry-level job and finding one that looks perfect except, oh wait, it requires five years of experience. Your candidates could have everything else, from education to relevant skills, but seeing the required experience might make them hesitate.

If you’re looking to fill an entry-level position, avoid specifying a preference for candidates with many years of relevant experience. Since many Gen Z applicants have little to no experience, consider focusing on their abilities and potential. 

3. Not Offering Flexibility

Gen Z prioritizes work-life balance above all else. According to Gen Z respondents, the best way for them to achieve a good work-life balance is to secure a job that allows for flexibility, so include flexible working arrangements in your job ad. If a Gen Z candidate sees that the position being offered lacks flexibility, they might consider your competitors. 

Flexibility doesn’t only mean offering work-from-home opportunities – although, if you can, it might benefit you and your employees to have remote work options, even if it’s just one or two days at home. Flexibility can also mean having flexible hours or four-day workweeks. Who doesn’t want a three-day weekend, anyway?

4. Using Biased or Non-Inclusive Language 

Another aspect that Gen Z values highly in the workplace is inclusivity and diversity. Avoid using biased or non-inclusive language in your job ads. Examples of this could include gender bias, such as using “he” or “she” pronouns instead of “they” or describing the ideal candidate with gender-specific traits like “assertive” or “nurturing.” Age bias should also be avoided, such as using terms like “young and energetic” or “youthful in appearance.”

Other forms of biased language to watch for include: 

• Cultural biases, such as “native English speakers”
• Disability biases, such as “physically fit” or “able-bodied” 
• Parental biases, such as “available for long hours” or “must be able to travel frequently”

5. Not Providing Enough Details

Your job ad is your chance to make your company shine. But it’s easy to fall short here if you don’t include enough information to draw people in. You don’t want your job ad to be overwhelming, but you need to include the right amount of information to make people want to apply. Be sure to include a description of your company within your job ad along with details about your company’s culture, values, and mission. Mention any community involvement your company engages in and corporate social responsibility initiatives. 

You should also be transparent about salary, benefits, and growth opportunities. And don’t skimp out on the details regarding job responsibilities. Being unclear or overly broad in your job description may discourage candidates and hurt your chances of finding the right fit for the role. Plus, if you hire the wrong person based on vague criteria, you could be setting yourself up for failure. 

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6. Poor Job Ad Design

A poorly structured job ad can lead to a lack of engagement from qualified candidates. It may obscure the job requirements, fail to highlight your unique selling points, and present information in a disorganized and unprofessional manner. If candidates perceive your company as unprofessional, it may raise doubts about your credibility. In addition, a poorly designed ad can indicate a lack of care or investment in the hiring process, which can reflect negatively on how you value your employees.

Things to avoid in your job ad design include:

• Using a one-size-fits-all approach instead of tailoring your ad to specific roles
• Employing a cluttered, unattractive, and hard-to-read layout 
• Not optimizing your job ad for mobile viewing 

So, make sure you’re using a modern job ad template that you can customize for your specific job posting. 

Mastering Job Ads to Attract Gen Z

Avoiding these six common mistakes when writing your job ad can go a long way toward attracting Gen Z and appealing to their values and preferences. If you want to show Gen Z that your company values their experience in the workplace, create a job ad that they can appreciate and resonates with their values. 

Explore our Resource Center for more job ad writing advice, or enroll in our self-paced Build Better Job Ads course to master the art and science of job ad writing (and earn recertification credits, too!).