Attracting and retaining Gen Z talent: What your business needs to change

The Gen Z workforce is coming of age, and they’re reshaping expectations across procurement and supply chain. Gen Z professionals are digital-first, values-driven and highly aware of their worth. While they bring huge value to the workplace, many employers are finding this generation hard to attract and even harder to retain.

In a sector already facing skills shortages and diversity gaps, failing to engage this group risks long-term damage. So, what does your business and team need to do to adapt? From application processes and selection to mentorship, recognition and retention, here’s how to align your organisation with what Gen Z actually wants.

Why Gen Z is a challenge – and an opportunity

Despite what some business leaders might tell you, Gen Z aren’t “difficult”, they’re discerning. They’ve grown up with rapid tech change, political instability, climate concerns and – of course – a pandemic. As a result, they’re pragmatic, socially conscious and expect more from their employers in terms of flexibility, transparency and impact.

Procurement and supply chain roles aren’t always visible to younger job seekers. Plus, they’re still battling outdated perceptions around bureaucracy, rigid hierarchies and limited diversity. If you want to attract Gen Z, you’ll need to reframe what you offer and how you offer it. Here are some tips to get you started.

1. Modernise the recruitment process

Speed and ease are absolutely essential. If your job application process feels slow or old-fashioned, Gen Z talent won’t wait around. Optimise your careers site and application forms for mobile, reduce friction and give clear timelines for what comes next.
Speak their language. Keep job descriptions clear, engaging and jargon-free. Be upfront about your salary bands, benefits and remote/flexible working policies. Explain how the role contributes to the bigger picture. The ability to impact a business positively and a sense of purpose matter to this group.
Think visually. Consider sharing short videos on LinkedIn or Instagram showing what it’s like to work in your business, or spotlighting junior team members’ real experiences. Gen Z is more likely to respond to authentic, behind-the-scenes content than to polished corporate posts.
Diversify where you advertise. Beyond the usual job boards, look to graduate platforms, social media campaigns, or partnerships with student networks and diversity organisations.

Curious about how big brands are managing the ongoing work-from-home/office situation? Read our blog on hybrid working today.

2. Tackle representation head-on

Gen Z is the most diverse generation in history. They want to work somewhere that reflects their identity and values.

Audit your hiring practices. Are you unintentionally excluding candidates by requiring specific degrees or industry experience? Are you using inclusive language and interview panels?
Actively recruit from underrepresented groups. Build partnerships with colleges and universities that serve diverse populations. Consider apprenticeships and internships as a way to open doors for candidates without conventional experience.
Representation within the team matters. Seeing people like themselves in leadership or specialist roles helps Gen Z candidates visualise a future at your company. If your leadership team lacks diversity, be transparent about the steps you’re taking to address that.

Find out more about how we champion women in procurement and supply chain.

3. Be transparent about pay and progression

Pay is a hot topic for Gen Z. Many entered the workforce during or after COVID, often facing economic uncertainty and escalating living costs. They want to know exactly what to expect, and the best way to move forward.

Publish clear salary bands. This builds trust and avoids wasted time. Where possible, include them in your job ads.
Define progression. Lay out what career advancement looks like, what it takes to move from one level to the next, the skills required and how performance is measured.
Offer tailored development. Gen Z wants to grow quickly and they value personalisation. Give them access to continuous learning opportunities that fit their interests and learning styles, whether that’s e-learning, in-person workshops, or on-the-job mentoring.

4. Rethink appraisals and feedback

Annual reviews no longer cut it. Gen Z employees want regular, actionable feedback and a chance to co-create and nurture their own career path.

Create regular check-ins. Monthly or even bi-weekly catch-ups can help managers and employees stay aligned. These conversations should be two-way and include development goals, wellbeing check-ins and support needs, not just a review of tasks completed.
Make development part of your culture. Encourage continuous learning and build feedback loops into team projects. Celebrate growth, even if it’s not tied to a promotion.

5. Prioritise mentorship and support

Gen Z employees are entering a fast-changing workplace, and many are doing so remotely. Having the right support makes a huge difference to engagement and retention.

Set up mentoring programmes. These can be formal or informal and should start from onboarding. Pairing Gen Z hires with a mentor helps them build confidence, understand the business and feel part of the team.
Try reverse mentoring. Give younger employees the opportunity to mentor senior leaders on tech trends, social change, or new platforms. This builds mutual respect and helps embed a culture of learning.
Create onboarding that lasts beyond week one. Extend support throughout the first six months, with check-ins, shadowing opportunities and access to networks.

6. Open the door, and keep it open

Gen Z is considerably less impressed by seniority and titles than previous generations. They value authenticity, humility and accessibility.

Build a feedback culture. Make it easy to share ideas, suggestions and concerns without fear. Use anonymous pulse surveys or open Q&As with leadership.
Make leaders visible. Skip-level meetings, virtual coffees with leadership and open Slack channels can help flatten hierarchies and improve communication.
Value ideas from all levels. If someone has a suggestion, especially about improving culture or sustainability, take it seriously. Gen Z wants to know that their voice matters and is heard and acknowledged.

7. Reward and recognise

While salary matters, recognition is just as important. Gen Z values feedback and wants to know when they’re doing well.

Celebrate achievements. Appropriate public shout-outs, thank you messages and peer-to-peer recognition platforms all make an impact.
Tailor rewards. Offer flexible incentives like wellbeing budgets, sustainability-related perks, or time off for volunteering. Show that you understand and value individual priorities.

We can help you attract and retain Gen Z procurement and supply chain talent

As you can see, it takes far more than mere box-ticking exercises to attract and retain Gen Z talent. It means transforming how you recruit, communicate, lead and develop your team. This generation brings huge potential, but they won’t settle for outdated systems or empty promises. By adapting your processes now, you’re not just securing great early-career talent, you’re building a future-ready, resilient and inclusive organisation.

At Bramwith, we help companies worldwide connect with diverse, ambitious Gen Z professionals and build the cultures that help them thrive. Contact us today to discover how we can help you prepare and shape your procurement and supply chain workforce for tomorrow.