Why Gen Z Doesn’t Want to Work for You (And What You Can Do About It)

Spoiler alert: it’s not because they’re lazy.

If you’re struggling to attract Gen Z workers—students, interns, or early-career talent—it’s not because they don’t want to work. It’s because they don’t want to work for you. Or more accurately, they don’t want to work for outdated systems, unclear expectations, and jobs that feel like they were designed for 2005.

This generation isn’t scared of work. They’re just allergic to inefficiency, inauthenticity, and being treated like replaceable parts. The good news? If you’re reading this, you’re already halfway to solving the problem.

Let’s break it down.

1. Your Application Process is a Black Hole

Gen Z grew up in a world where they can order food, stream a movie, and message five friends in under 60 seconds. They don’t understand why applying for a part-time job should feel like filing taxes.

You’re asking them to upload a résumé… and then re-type the same info.
You’re ghosting them for two weeks… and then emailing at midnight.
You’re scheduling interviews… and then canceling without explanation.

The Fix: Ditch the outdated job board rituals. Use platforms (like Stunio) that let them match fast, book shifts instantly, and actually get paid for their time. If you need an interview, make it short, clear, and respectful of their schedule.

2. You’re Not Offering Flexibility—You’re Demanding Loyalty

This generation values freedom over formality. They’re not flaky, they’re fluid. They juggle classes, side hustles, mental health, and career dreams—all at once. If your job doesn’t offer flexibility, it’s not just inconvenient. It’s a dealbreaker.

The Fix: Offer shift-based or part-time work that fits around their real lives. Use dynamic scheduling tools. Communicate clearly and early about expectations. The more flexibility you offer, the more reliability you’ll get in return.

3. You’re Still Selling “Work Experience” Like It’s 1999

Gen Z knows that “just getting a foot in the door” doesn’t cut it anymore. They’re looking for jobs that give them skills, not just shifts. They want to build their résumé—even if you’re not asking for one.

The Fix: Be clear about what they’ll learn. Use terms like “project-based,” “skill-building,” or “career exposure.” Better yet, give them feedback. Track performance. Create a path for them to grow—whether that’s more hours, more responsibility, or a full-time role down the road.

4. You Think Culture Is Pizza on Fridays

Gen Z is hyper-attuned to authenticity. They can spot performative management, toxic environments, and micromanagement a mile away. They’re not here for your ping pong table. They want to be treated with basic human respect.

The Fix: Train your team to treat student workers like part of the team. Set expectations, offer support, and show appreciation. A five-minute check-in can do more than a free hoodie ever will.

5. You’re Not Visible Where They Are

Gen Z isn’t browsing the same hiring platforms you used five years ago. They’re not hanging around on clunky career portals with eight-step applications. They’re on their phones. They’re on campus. They’re on Stunio.

The Fix: Show up where they are. Use student-friendly platforms that remove friction and speak their language. And if you’re still relying on “Help Wanted” signs in the window—well, good luck.

The Bottom Line

Gen Z isn’t hard to hire. They just expect more from employers—and frankly, they should. If you want to earn their time, energy, and loyalty, meet them halfway with flexibility, respect, clarity, and tools that don’t feel like homework.

Hiring has changed. They’ve adapted. Now it’s your turn.