Attracting the next wave of Belgian talent—especially in Marketing & Sales, Retail & Horeca, IT, and HR—means understanding Generation Z’s fresh expectations about the recruitment process. Gen Z candidates, born between 1997 and 2012, bring new rules to the table. They expect speed, honesty, value alignment, and flexibility from the moment they spot your job add to when they step into their first day of work.
Why Gen Z is re-writing the talent playbook
- 30% of the workforce will be Gen Z by the end of the year
- They are digital natives who expect smooth, tech-enabled candidate experiences
- Their top priorities: meaningful work, alignment with company values, fast and honest communication, and flexible ways of working
Speed is not optional: Gen Z expects fast replies
For Gen Z, instant communication is normal. Slow responses or outdated processes are immediate red flags.
What you can do:
- Acknowledge applications within 24 hours: Even if it’s an automated message, let candidates know what happens next.
- Give regular status updates: Set expectations for timelines and keep candidates “in the loop”—update them after interviews or if there are delays.
- Shorten your process: Aim for 1–2 interviews for junior/entry-level roles and clear next steps at each stage.
Tip: 1 in 5 Gen Zers expect a job offer within a week of their initial interview. If you wait too long, you lose them to someone quicker.
Template: Application update email (copy paste)
text
Subject: Your Application Status at [Company Name]
Hi [Candidate Name],
Thank you for applying to [Role Title]. We’re reviewing your application and will update you by [Date]. If you have any questions, reply directly to this email.
Best,
[Your Talent Team]
Value alignment is the dealbreaker
Purpose matters more to Gen Z than flashy perks. This generation will turn down offers if your company values don’t align with their personal beliefs.
What you can do:
- Make your values visible: Share concrete examples—not just slogans. Highlight sustainability, diversity, or wellbeing initiatives on your career site and social channels.
- Show real impact: Use employee testimonials or “day-in-the-life” stories to demonstrate your culture. Videos and candid snapshots work better than staged corporate messaging.
- Be transparent about diversity and ethics: Nearly half of Gen Z in Belgium have declined job offers due to a perceived lack of diversity or ethical concerns.
Checklist: Showcasing your values
- List your sustainability, DEI, or wellbeing programs on your careers page
- Feature real employee stories and photos
- Share updates about company impact and social engagement
Flexibility: more than a buzzword
Gen Z doesn’t just want remote work—they expect genuine flexibility in how, where, and when they work. In sectors like Retail & Horeca, this means offering flexible shifts or hybrid options where possible, while in IT and HR, remote-first setups are increasingly standard.
What you can do:
- Offer flexible schedules or hybrid work: Highlight any shift-swapping, remote work, or part-time opportunities in your job ad.
- Focus on results, not hours: Recruit based on outcomes, not clock watching.
- Address wellbeing and mental health: Offer resources or support programs—this generation is vocal about work-life balance and expects employers to care.
Statistics to remember:
- 87% of Belgian Gen Z would change jobs if they were forced to work full-time in the office.
- 47% would consider moving on if there’s no room to grow or improve their skills.
Tech and transparency make the difference
Outdated or clunky application processes are dealbreakers for Gen Z. Your recruitment should feel as easy as booking a table online or shopping from a phone.
Practical steps:
- Optimize for mobile: Make sure applications can be completed from a smartphone.
- Keep forms short: Only request essential info up front.
- Be clear about salary & benefits: Pay transparency is highly valued—53% will abandon applications if basic questions aren’t answered up front.
Practical checklist: building a Gen Z-friendly recruitment process
| Area | Gen Z Expectation | Practical Action |
| Response time | Fast, proactive updates | Automated emails; clear next-step timelines |
| Values | Real ethical & social engagement | Show real stories; publish DEI and wellbeing stats |
| Flexibility | Control over when, where, and how to work | Mention shift/hybrid options; flexible contract types |
| Experience | Mobile-first, short, transparent | Streamline forms; clarify pay, perks & process |
| Growth | Clear path for learning and progress | Advertise upskilling, mentorship in job ads |
Ready to attract Belgium’s best young talent?
Hiring Gen Z means going beyond quick wins. You need a recruitment process that feels modern, honest, and welcoming from first click to signed contract. Companies that align with Gen Z’s values, move fast, and offer real flexibility will be first to hire the next generation of Marketing, IT, Retail, Horeca, and HR stars.
Discover your next great hire with Workers.be—the matchmaking platform built to connect forward-thinking Belgian companies with new talent who want to grow, thrive, and make a difference.
Ready to make your next hire? Visit Workers.be and join the future of Belgian recruitment.