Have Employers Changed the Way They Work to Meet the Demands of the Next Generation?

See how Gen Z’s workplace expectations are impacting businesses

Predictions show that millennials will dominate the workforce until the 2040s but Gen Z will overtake the Boomers by 2025, accounting for nearly 30% of the global workforce. With that kind of momentum, companies have become acutely aware just how much influence the younger generation is going to have in the workplace as they embark on their careers. Many are adopting new behaviors and strategies to accommodate the needs and preferences of these younger employees.

Who is Gen Z?

Gen Z, born between the late 1990s and early 2010s, are true digital natives, never having lived in a world without the internet. Many launched their careers during the instability of the recession, human rights and social justice movements, terrorism and war, and the pandemic. Often called the “true” generation, they’re typically characterized as politically progressive, valuing individuality, and prioritizing diversity and inclusion. These vocal, influential young people bring to the workplace a new set of values, expectations and communication styles. In response, here’s how many employers are modifying their work styles to attract and retain Gen Z talent.


Embracing Flexible Work Arrangements

One significant shift observed is the embrace of flexible work arrangements. According to World Economic Forum research 73% of Gen Z want permanent flexible work alternatives – anything other than a typical 40-hour, in-office, 9-to-5 schedule. It’s been reported that younger generations spend half the week in-office and 30% elsewhere – they’re more mobile, traveling, working from alternate locations, from client sites, in coworking spaces and other places outside the home/office.


Gen Z values autonomy and a better work-life balance, leading companies like Apple, Google and Microsoft, to offer remote or hybrid work options. Microsoft, for instance, implemented a hybrid workplace flexibility policy allowing employees to work remotely up to 50% of the time. Using Teams and other digital technology they don’t only cater to Gen Z's preferences, but productivity and work satisfaction are enhanced.


Creating a More Social Work Environment

Younger workers spend three times more time learning and socializing than their older colleagues. They value building relationships and growing their knowledge to ultimately achieve more personal and professional growth.


When Gen Z does work in the office they prioritize “getting work done” and being productive but they prefer an office with amenities, hospitality, a community atmosphere and fun vibe. They want things like coffee shops, a boutique hotel/clubhouse feel – not so corporate. Google may have set the benchmark, but more and more companies have corporate offices with special amenities; Zappos offers free food and provides nap rooms, Nvidia provides board games, video games and a pool table and Adobe has free snacks all day, free meals and drinks as well as on-site gyms.


Prioritizing Health and Well-being

Another crucial aspect is prioritizing health and well-being in the workplace. Gen Z seeks employers who prioritize mental health support, physical activity, support for financial well-being. Many companies now provide on-site medical professionals, counseling services, parental leave, and generous PTO policies. Intuit, for example, has a comprehensive Well-Being Hub and Activity Program that includes yoga sessions, wellness coaches, and financial well-being support. Another employer who demonstrates a commitment to employee health is Nike who encourages employees to participate in daily sports through access to Nike Sports Centers, fitness discounts and preventive health programs.


Promoting Ethics and Social Awareness

Ethics and social awareness are paramount for Gen Z. According to Deloitte, 77% survey respondents say it’s critical to work where company values are aligned to their own. They’ve experienced social causes like Black Lives Matter and the Me-Too movement, and they want to engage in purposeful work.


Concern for the environment and sustainability is a high priority for Gen Z and they want employers to take real action to make a difference. Companies like Hewlett Packard Enterprise are applauded for their environmental sustainability efforts, aiming for net-zero environmental impact by 2040. Bank of America's commitment of $1 trillion by 2030 towards a sustainable economy also resonates with Gen Z's values.


Embracing Diversity, Equity, and Inclusion (DEI)

DEI is not just a preference but an expectation for Gen Z. Statistically they are the most diverse generation to enter the workforce. They value workplaces that champion diversity across race, ethnicity, sexual orientation, and gender identity. In fact, 88% of poll participants felt companies must inquire about preferred gender pronouns.


One big proponent of DEI is tech giant Salesforce, who doubled their efforts committing to become one of the most inclusive companies, with over 50% of their US employees being from underrepresented groups. This dedication to inclusivity aligns with Gen Z's desire for individuality.


Enhancing Communication Styles

Communication styles have also evolved to cater to Gen Z's expectations. With a preference for instant and on-demand communication, companies are leveraging video calls, feedback mechanisms, and team activities to foster engagement and collaboration. Gen Z tends to be less formal, choosing chat over email but they seek human interaction to reinforce authenticity and trust. Many companies have implemented one-on-ones, more direct, immediate feedback, and additional dialogue to reflect a shift towards more interactive and informal communication channels.


Attracting Future Talent

To attract and retain Gen Z talent, companies are focusing on mental health support, promoting DEI initiatives, offering career development opportunities, improving socialization and communication channels, and ensuring equal pay practices. These strategies not only cater to Gen Z's needs but also contribute to a more inclusive and dynamic workplace culture.


As Gen Z continues to dominate the workforce, companies must adapt and embrace these changes to harness the full potential of this generation's talent and innovation. By understanding and accommodating their preferences, employers can create a workplace environment that fosters growth, creativity, and success for both the organization and its employees.


The Wilner Group has deep expertise in the nuances of the job market. We offer three verticals of business to help match the right recruits with the right opportunities: retained search, contingent permanent placements and contract and temporary projects. If you need personalized assistance with staffing and placement, please contact Maureen Wilner at 201-897-6401 or visit www.wilnergroup.com.


Sources: Gensler Research Institute, US Workplace Survey 2022; Tallo study; Johns Hopkins University, Gen Z in the Workplace: How Should Companies Adapt; Connecteam: How to Effectively Communicate with Gen Z in the Workplace

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The Candidate Experience: Why Communication Matters More Than You Think

February 20, 2026
In the 2026 Wilner Group Hiring Trends survey, employers told us that their company's "slow hiring process" sometimes kept them from getting the best candidates. They're right, but not for the reason they think. Yes, speed matters. Candidates lose interest when processes drag on too long. But the real culprit isn't the timeline itself; it's the silence during that timeline. Communication is the most critical component of entering into a trusting relationship with a potential hire. It starts the moment you receive a resume and shouldn't stop until there's resolution, one way or another. And when it suddenly stops, you’re sending a very strong message to candidates. Here are three tips to improve your communication with applicants throughout the hiring process. 1. Always Keep Candidates in the Loop When priorities shift or timelines change, just say so. A simple "We promised you'd hear from us this week, but it's going to be another two weeks" goes a long way. But companies don't always do this. Many go silent. As recruiters, we're the mediators trying to keep candidates engaged and clients on track. We sometimes make excuses for companies because we don't want candidates to feel ignored. Candidates call us and ask: "Isn't this a priority for them? Why aren't they getting back to you?" That’s unacceptable. There's no excuse for leaving candidates hanging. 2. Don't Give False Hope Here's another unfair practice: telling candidates at the end of an interview, "This went really well! We'll have next steps for you," and then passing on them. Don't give them false hope. If you're not ready to commit, just say, "You'll hear from the recruiter about next steps." And please: no ghosting. Even if someone wasn't your top choice, give them closure. "We loved you, but we went with someone whose experience aligned slightly better with our immediate needs. We'd love to keep you on our radar for future roles." That's all it takes to preserve a relationship with someone you might want to hire later. 3. Streamline Your Interview Process We hear from candidates all the time that they become disengaged if the interview process drags on. According to one recent study, nearly 70% of professionals lose interest in a job if they don't hear back from the employer within two weeks of the initial interview. If the candidate hasn't heard anything in three weeks, that number jumps to 77%.  Want to speed up your process? Limit your interviews for any role to three. Especially when you're working with an agency like ours; trust us, we've already done the initial vetting. Coordinate your interviews. Get two or three people in the same room if needed, but don't drag candidates back for a fourth or fifth round. When there are scheduling interruptions or endless callbacks, candidates are left with a sour taste. And they're probably interviewing elsewhere with companies who move faster. Think of the candidate experience as your reputation. When you work with a recruiting firm like ours, we pre-vet candidates and save everyone time. We negotiate compensation upfront and make sure there are no surprises. But we can only do so much. The rest is on you. You need to communicate clearly, move efficiently, and give candid feedback. Don't leave people wondering where they stand in your process. Because right now, every candidate you ignore is telling their network about the experience, and every drawn-out interview process is costing you top talent. Your next great hire is watching how you treat this one.
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Your Culture is Your Currency: How to Attract More Qualified Applicants

February 20, 2026
It's a question hiring managers ask constantly: "Why are we struggling to attract qualified candidates?" In the 2026 Hiring Trends Survey conducted by The Wilner Group, company executives overwhelmingly cited finding qualified candidates as their top hiring challenge for 2026. This didn't surprise us. But here's the truth: If you're seeing constant turnover after one or two years, if your job postings aren't getting responses, or if candidates ghost you after interviews, the problem may not be the talent pool. It could be your company culture. The good news? These are fixable problems. Let's examine three critical areas where companies lose out on top talent — and how you can turn things around. Your Culture is Your Currency You have to position yourself as an attractive employer. That means showcasing your culture through your website and social media platforms. I challenge candidates to research companies before applying. Look at the messaging, see how they appreciate their employees. If there's nothing there? That's a red flag. Do you highlight employee achievements, celebrate birthdays, and share team wins? These simple gestures create positive culture and don't cost much time or money. They show appreciation. When candidates dig into your company and see nothing, they assume you don't value your people. Companies that attract top talent understand that it's not about how much you're paying anymore; it's about what employees get out of working there: leadership, culture, growth opportunities, and recognition. If you're not offering that, or at least showing that you offer it, candidates will move on to companies that do. I also tell candidates to check Glassdoor. Yes, I take it with a grain of salt because dismissed employees tend to dominate the reviews. But if you see a consistent message around a negative culture, that tells you something. Commit to Continuous Learning Job hopping has become a thing since COVID, and that’s unfortunate. Companies didn't have training and onboarding programs for remote employees. People were onboarded haphazardly at best, expected to do a job while sitting on an island because they weren't in the office. So guess what happened? They got fired. It’s not entirely their fault, but it's complicated. If you're remote and trying to learn a new job, you really need to show initiative. You need to be engaged and connected virtually. But employers need to provide that training program, too. One of our fundamental principles at The WIlner Group is being a lifelong learner. Just because you trained me the first three months doesn't mean I shouldn't get a refresher every year. Companies should have something that engages employees to reach the next level. Look Around If you're experiencing high turnover or struggling to attract candidates, look at the companies that don’t have these problems. I can almost guarantee it comes down to leadership and culture.  The talent is out there. There are plenty of qualified, eager candidates who want to build careers, not just collect paychecks. But they're choosing companies that value them, show appreciation, and offer room for growth. Make these changes, and you won't just attract better candidates. You'll keep them. And that's when the real magic happens: when great people stay, grow, and become the foundation of something exceptional.

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