If you’ve been recruiting for a while, you’ve probably noticed something—hiring fresh graduates today is not as easy as it used to be.
Gone are the days when a stable paycheck and good benefits were enough to attract young professionals. Gen Z job seekers are built differently. They don’t just want “a job”—they want purpose, growth, flexibility, and, let’s be real, a competitive salary (inflation is real, okay?).
So, paano mo sila ma-co-convince na piliin ang kumpanya mo over the hundreds of other job opportunities in the Philippines?
Let’s dive into what Gen Z fresh grads want from employers and how you can adjust your hiring strategy to attract (and keep!) top young talent.
Gen Z isn’t just looking for a paycheck—they want to feel like their work actually matters.
What This Means for Employers:
✔ Show how your company makes an impact—whether it’s in the industry, in employees’ lives, or in the community.
✔ Give opportunities for volunteering, social impact programs, or sustainability efforts.
✔ Let them contribute ideas—they don’t just want to follow orders, they want to innovate.
📌 Yobi’s Take: Kung ang sagot mo sa “Why should I work here?” ay “Kasi hiring kami”, eh ‘di wow.
Gen Z doesn’t just work for the paycheck—they want to GROW. If they feel stagnant, they will job-hop, and they will do it fast.
What This Means for Employers:
✔ Provide clear career paths—define how they can get promoted and what skills they need to develop.
✔ Invest in mentorship programs—they want guidance, not just a checklist of tasks.
✔ Offer training & upskilling—certifications, free courses, even leadership training.
📌 Yobi’s Take: If your response to “How can I grow in this company?” is “Depende kung may opening”, expect them to leave in a year or less.
Unlike past generations who lived by “OT is life,” Gen Z prioritizes work-life balance—and that’s not a bad thing! A well-rested employee = a productive employee.
What This Means for Employers:
✔ Offer flexible work arrangements—hybrid setups, remote work, or at least more control over their schedules.
✔ Respect their time off—huwag ka nang mag-email ng “URGENT” on a Saturday.
✔ Provide mental health support—wellness leaves, access to therapy, or even just a culture that doesn’t glorify overworking.
📌 Yobi’s Take: If your job post says, “We’re looking for someone willing to go beyond 8 hours a day,” tapos minimum wage lang ang offer, good luck nalang sa applications mo.
Gen Z sees through corporate fluff—they don’t want fake smiles, toxic positivity, or vague promises. They want real inclusivity, support, and a workplace where they can actually be themselves.
What This Means for Employers:
✔ Ditch the “We are a family” cliché and show what your work culture is REALLY like.
✔ Create a diverse and inclusive workplace—representation matters!
✔ Build a culture where feedback is welcome, and employees feel heard.
📌 Yobi’s Take: If your Glassdoor reviews say “Toxic environment, micromanagement, no career growth”—sorry, pero wala kang maloloko na Gen Z diyan.
Gen Z is more financially aware than past generations. They know their worth, they research salary trends, and they’re not afraid to ask for better pay.
What This Means for Employers:
✔ Offer fair and competitive salaries—if another company offers just ₱2,000 more, expect them to take it.
✔ Go beyond basic HMO—add mental health support, wellness benefits, or even flexible allowances.
✔ Be transparent about salary ranges—wala nang pa-secret, dahil kung hindi mo sasabihin, hahanapin nila sa Glassdoor o Reddit.
📌 Yobi’s Take: If your salary offer starts with, “We know it’s not much, but…” then you already lost them.
If your recruitment strategy is still stuck in the early 2000s, you’re going to lose top fresh grad talent to companies who actually GET IT.
Here’s what to remember:
✔ Competitive salary & benefits—no lowballing, they know better.
✔ Career growth & upskilling—walang gustong ma-stuck sa dead-end job.
✔ Work-life balance—OT culture is OUT. Respect for personal time is IN.
✔ Authentic work culture—they want honesty, inclusivity, and real company values.
✔ Purpose-driven work—they want to contribute to something bigger than just a paycheck.
💡 The companies that adapt will win. Those who don’t? Well, they’ll keep wondering why they can’t fill job openings.
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