'For Gen Z, this border between personal life and professional life doesn't exist'
Relying on what job applicants put on their resumes may not be employers’ best move when it comes to hiring talent in the coming years.
That’s because Gen Z workers claim that the resume is going to lose its value soon, according to a recent report.
Employers need to rethink traditional hiring methods as Gen Z applicants increasingly turn to digital platforms and social media to showcase their skills, says Reyhane Mansouri, career expert and digital PR specialist at CVwizard, in talking with Human Resources Director Asia.
She notes that while resumes are still widely used, their long-term value is in question.
"Although around 28% of Gen Z believes resumes will lose their value in the next five years, 80% still use them to apply for jobs," Mansouri says. "This shows that they are still following the needs of employers. However, as more Gen Z professionals move into leadership roles, they may drive a shift away from traditional resumes."
Instead, employers should put more focus on applicants’ digital profiles, she says. That’s because Gen Z candidates are prioritizing online job boards, including LinkedIn and Indeed, over traditional application methods.
Mansouri notes that a significant percentage of Gen Z regularly updates their online profiles, making them a key resource for recruiters.
"Employers check LinkedIn profiles from time to time, but with previous generations, many people didn’t update their profiles regularly," she says. "For Gen Z, it’s different – 30% to 40% update them regularly, which is a major shift."
Beyond job boards, Gen Z is also leveraging personal websites to showcase their skills.
Instead of a standard resume, they prefer a dynamic, flexible format where they can update their information daily, Mansouri says. "They are creative and innovative” and they want to present themselves in their own way, rather than conforming to a rigid resume format, she says.
This shift means employers must focus more on candidates’ digital presence. Mansouri emphasizes that HR professionals should actively monitor and engage with potential hires on LinkedIn and other platforms.
Social media is also playing an increasing role in Gen Z’s job search and professional identity. In the United States, 32% of Gen Z job seekers report using social media to find jobs, notes Mansouri.
Hiring through Instagram or TikTok “wasn't an option for us,” she says, unlike Gen Z.
“It seems that, for Gen Z, this border between personal life and professional life doesn't exist, or it's really thin, and they want to integrate their professional life into their personal life.”
While this shift presents opportunities for employers to gain insight into candidates, social media screening remains a grey area.
Checking candidates’ social media isn’t yet common practice because it is still considered a “personal space," Mansouri says, but it can be useful in understanding candidates rather than evaluating them.
“It's a way to understand their personality. It's a way to understand how they see life, what their beliefs are.”
It may even help HR and employers to know what workers want from their benefits program.
Gen Z jobseekers are widely embracing TikTok and other social media platforms as new career resources, according to a previous report from Zety.
To remain competitive in recruiting Gen Z talent, employers should do the following:
Strengthen their digital presence: "Companies need to keep their career pages and LinkedIn profiles updated," Mansouri advises. "Gen Z checks these platforms, and if they find nothing, they won’t apply.” Around 40% rely on company websites for job searches, so maintaining an updated online presence is crucial, she says.
Shorten the hiring process: The long, drawn-out hiring processes of the past won’t work for Gen Z applicants.
Improve communication and end ‘ghosting’: “One thing that Gen Z workers mentioned in their challenges in the hiring process was the lack of communication and [the struggle in] making connection. It is bothering them already,” Mansouri says. “The company and HR need to learn how to make them feel welcome online, how to make them feel that there is a connection.”
Nearly three in four HR professionals across the world are now using artificial intelligence tools weekly, citing its benefits for productivity and efficiency, according to HireVue.
