If you built a careers site just for Gen Z, it would look nothing like your current site

Why your ‘Apply Now’ button is losing next-gen talent—and what to do about it.  

Let’s be brutally honest: Most careers websites are built for the hiring team, not the candidate. And if Gen Z lands on your site? They can smell that from the first scroll.  

They’re not going to hunt for your EVP. They’re not going to sit through a corporate video that says nothing. And they’re definitely not going to ‘Click to learn more’ if what they’re seeing feels templated, generic, or out of touch.  

Gen Z is the most career-curious generation we’ve ever seen.  

But they won’t apply for a role just to see what happens. They’ll evaluate every word, every visual, and every experience before taking any action. 

So let’s ask the big question:  

If we built a careers website solely for Gen Z, what would it look like?  

It would be authentic. It would be interactive. And it would feel like a movement—not a list of job descriptions.  

Here’s what the research tells us—and how you can turn it into action: 

Gen Z wants purpose, not platitudes 

According to a recent report by Deloitte, 86% of Gen Z say having a sense of purpose is essential to their job satisfaction. This generation isn’t just looking for a paycheck—they’re actively seeking organizations whose missions aligns with their personal values and ambitions. 

Tip: Don’t bury your purpose in a subpage. 

Promote your mission, impact, and values front-and-center on your careers website—showcasing real employee voices, not corporate jargon. 

Make sure content helps candidates imagine how they can personally contribute to your company purpose and fuel their own sense of purpose. When shared prominently, purpose becomes a powerful catalyst for connection and conversion. 

Ask: Can a candidate feel what you believe in within 10 seconds of landing on your careers site? 

They expect to grow—and they need to see how 

50% of Gen Z spend 5+ hours a week learning. They’re looking for momentum—a clear path to progress.  

Tip: Build a ‘Growth at [Your Company]’ section that shows clear development plans and how learning is baked into your culture.  

But don’t just talk about growth—prove it. Highlight personal journeys from employees who have moved across functions, climbed into leadership, or pivoted roles. Authentic, unscripted stories build trust and show that development isn’t just a buzzword—it's a lived experience.  

Bonus: Make your internal mobility map public. Radical transparency builds radical trust. It’ll help candidates see how development opportunities can support their career ambitions—not just your corporate agenda.  

They’re human-first, tech-native 

Yes, they’re digital natives—but 58% of Gen Z still prefer face-to-face communication. Gen Z are the most tech-savvy generation yet—fluent in algorithms, but hungry for authenticity.  

They want connection, not automation. Experiences that feel tailored, not templated.  

Tip: Personalize the candidate experience where it matters. Use real photos, short-form video, interactive Q&As, or live chat so candidates can hear from the humans behind your brand. Remove all the friction, but keep all the feeling.  

Ask: Does your site feel like a chatbot or a conversation?  

Download your free Gen Z talent checklist to assess where your hiring experience is meeting—or missing—Gen Z expectations. 
 

They crave feedback and clarity 

77% of Gen Z say feedback increases their motivation to learn. This generation thrives on transparency and direction—they want to understand what success looks like and exactly how to get there. 
 
Tip: Build clear ‘What to Expect’ sections for every stage of your hiring process. Define timelines. Share your interview style. Set them up to win—and make sure you follow through with the experience you promise.  
 
Pro move: Add an ‘Interview Prep Hub’ powered by your own recruiters. This will help candidates understand what it really takes to thrive in the role, so they can bring their best selves at each stage of the process. When Gen Z feels informed and respected, they're likely to engage with the process.  

They’re evaluating you as much as you’re evaluating them  

Nearly half of Gen Z have rejected employers over misaligned values. For them, your careers website isn’t just a place to apply—it's a filter for identity fit.  
 
Tip: Be bold about who you’re for—and who you’re not. This isn’t just about inclusion. It’s about alignment. Glossy promises and vague values won’t cut it—Gen Z is looking for truth, not polish. 
 
Share behind-the-scenes culture. Be transparent about what it really takes to thrive in your environment. Share the highs and the hard parts. When you're brave enough to own your truth, the right people will lean in—and the wrong ones will opt out. 
 

So, what would a Gen-Z-first careers website look like?  
 

• It would start with a story, not a search bar 
• It would be built like a brand experience, not a filing system 
• It would inspire action—not just collect applications 
• And it would evolve fast, because Gen Z’s expectations do, too 

How Happydance helps 

We created Happydance to make things better. To reimagine what careers websites could and should be—dynamic, story-rich, results-driven, and designed with next-gen candidate psychology in mind.  

Because—despite what you see in the media—Gen Z doesn't hate working. They just hate boring experiences, broken promises, and brands that talk down to them.  

We’ll help you build a careers site that respects their intelligence, reflects their values, and fuels their ambition—and they’ll show up ready to give their all to your company.  

Ready to build a careers site that Gen Z actually wants to land on? 

If your current experience isn’t inspiring action, it’s time for better. Download our Gen Z talent checklist to quickly assess where you stand—and identify where you can do better—across 12 key areas.