How to Effectively Interview and Onboard Gen Z in 2025

Generation Z (born between 1997 and 2012) is rapidly transforming today’s workforce. By 2030, they’re expected to make up nearly 30% of the UK’s workforce. As Gen Zers progress in their careers and flood the post-graduate job market, hiring managers and HR professionals must evolve their strategies to stand out and secure top talent from this competitive pool.

Unlike previous generations, Gen Z craves digital-first experiences, transparency, and continuous growth opportunities—both in their day-to-day work and along their career paths. Organisations that adjust their hiring and onboarding methods to reflect these expectations will not only attract skilled candidates but also foster long-term loyalty and engagement.

Below, we explore the most effective techniques for interviewing and onboarding Gen Z candidates in 2025, ensuring that your organisation remains an employer of choice for this tech-savvy, value-driven generation.

Interviewing

1. Leverage technology: Gen Z is comfortable showcasing their skills through digital platforms. Incorporating video interviews, chatbots, or even virtual reality simulations will not only streamline your hiring process but also impress candidates seeking an innovative employer. Demonstrating tech-forward thinking signals that your organisation values efficiency and aligns with Gen Z’s digital mindset.

2. Embrace transparency from the start: Set the tone for authenticity by being open about your company’s culture, expectations, and growth opportunities. Gen Z values honest dialogue—particularly regarding salary, benefits, and paths for advancement. Offering clear insights into how your teams operate, along with real employee testimonials, helps candidates make an informed decision and reassures them you have nothing to hide.

3. Focus on skills-based hiring: Gen Z often builds expertise outside traditional education paths, utilising online courses, freelance work, and personal projects to develop niche skills. Emphasise practical abilities and real-world experience rather than limiting your talent search to formal degrees or brand-name employers. Recognising alternative credentials such as digital certifications and portfolio work expands your talent pipeline and resonates with Gen Z job seekers.

4. Promote a dialogue-based approach: Traditional, one-sided interviews can feel stale—especially for Gen Z candidates used to interactive discussions and instant feedback. Opt for a two-way conversation that allows both parties to ask questions and uncover each other’s strengths, challenges, and values. This approach reduces candidate anxiety, lets them demonstrate soft skills, and better highlights whether they’ll fit with your team’s culture.

Onboarding

1. Start with preboarding: Build excitement and clarity before a new hire’s official first day. A few ways to do this include:

• Welcome packages: Send essential documents, FAQs, and company swag to boost enthusiasm and reduce day-one confusion.
• Online onboarding portals: Provide easy access to training materials, schedules, and organisational charts.
• Peer/buddy assignments: Connect new hires with a go-to colleague who can answer questions and offer insider tips.

Thoughtful preboarding helps Gen Z recruits feel prepared and supported from the moment they accept your offer.

2. Foster relationship-building from day one: Collaboration, mentorship, and belonging matter deeply to Gen Z. Kick-start these elements as soon as they arrive by:

• Regular check-ins: Schedule frequent 1:1 meetings to discuss progress and troubleshoot challenges.
• Team-building activities: Encourage new hires to bond with peers through informal gatherings or structured social events.
• Open-feedback culture: Give them space to share experiences, suggestions, and questions without hesitation.

When they feel connected and valued, Gen Z employees are more likely to stay engaged and motivated.

3. Personalise the onboarding experience: A one-size-fits-all onboarding process falls flat for Gen Z. Cater to individual learning styles and goals:

• Customised training plans: Align tasks and development resources with each hire’s existing skills and desired career path.
• Continuous learning: Offer virtual courses, micro-certifications, or professional workshops to keep them growing.
• Mentorship beyond day one: Assign mentors or “buddies” for ongoing support and career guidance.

Personalisation fosters deeper commitment and helps new hires integrate quickly into your organisation’s ecosystem.

4. Embrace technology

Finally, modernise your onboarding with tools that match Gen Z’s tech fluency. For instance:

• Digital platforms and apps: Streamline paperwork, scheduling, and training into centralised dashboards.
• Interactive modules and gamification: Make learning engaging and fun with quizzes, simulations, or even VR experiences.
• Collaboration tools: Support remote or hybrid work with real-time communication channels and collaborative software.

By leveraging technology in creative, productive ways, you’ll capture Gen Z’s attention and position your organisation as forward-thinking.

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Embracing Gen Z’s expectations doesn’t just benefit your immediate hiring needs; it creates a culture that encourages continuous innovation, stronger collaboration, and long-term loyalty. The first few interactions a new hire has with your organisation—during interviews and onboarding—set the stage for how they’ll contribute and grow. With Gen Z poised to become a dominant force in the workforce, now is the time to adapt these processes so both you and your new hires can thrive well into the future.