The world of hiring is changing - fast. With more and more of the youngest workforce stepping into the labour market, old recruitment norms are being challenged. For many in talent acquisition, that raises a tough question: where does this leave recruiters if Generation Z increasingly skips the traditional in-person interview?
Who Are We Talking About: Gen Z’s Position in the Workforce
- Generation Z (born roughly 1997–2012) is on track to form a large portion of the workforce in the coming years. The Interview Guys+1
- As organisations chase skills-based hiring (especially in rapidly evolving sectors such as AI and sustainability), rigid old-school frameworks become less relevant. arXiv+1
Given this sizably growing cohort, recruitment strategies built for Baby Boomers or Gen X might not translate well to this new generation.
Evidence: Gen Z Is Shifting Away from In-Person Interviews
There are multiple signals that Gen Z candidates are losing patience with in-person, formal interviews - and are more likely to favour virtual alternatives.
- A recent piece argues that long hiring processes, no feedback, and in-person-only interviews are driving Gen Z candidates to “quit the hiring stages without any explanation.” onrec.com
- According to one recruiting-industry report, 82 % of Gen Z job-seekers prefer video interviews over traditional face-to-face formats - citing flexibility, convenience, and lower pressure. Recruit CRM+1
- Virtual hiring brings clear logistical benefits: fewer travel costs, quicker scheduling, and broader reach - all attractive to a generation familiar with digital-first experiences. inFeedo+1
But it’s not a universal rejection of all in-person interaction. Some data suggests that Gen Z doesn’t necessarily want fully remote work long-term - instead many value a hybrid or balanced approach combining flexibility with in-person connection. People Management+2Fortune+2
What’s Changing About Gen Z’s Attitudes And Why Interviews Are Part of That
Why are younger candidates turning away from the classic “suit-and-handshake” interview format? A few themes emerge:
- Flexibility & practicality: Video interviews remove the burden of travel, time off work or study, commuting costs - all of which can be major barriers for early-career Gen Z applicants. Recruit CRM+1
- Digital as default: Gen Z grew up with online communication - whether social media, messaging, or video calls. Their comfort with screens often translates into a preference for virtual interviews, which feel more natural and less intimidating. Recruit CRM+1
- Value-driven approach to work: Many Gen Z candidates prioritise work-life balance, flexibility, and values alignment (diversity, purpose, culture) over rigid corporate tradition. additionsolutions.co.uk+1
- Frustration with outdated rituals: Traditional interview formats, small talk, “creative” questions (“If you were a kitchen appliance…”), can feel performative, irrelevant or even unfair to Gen Z, who may view them as hurdles rather than meaningful assessments. The Guardian+1
What This Means for Recruiters: Challenges and Opportunities
For recruiters (internal and external alike), this shift presents both risks and possibilities.
Challenges
- Higher dropout / ghosting risk: If a hiring process seems outdated or overly rigid, Gen Z candidates may walk away, or worse, ghost. onrec.com+1
- Mismatch between recruiter expectations and candidate comfort: Some recruiters and employers still believe in the value of in-person interactions for gauging “soft skills” but those expectations may not align with how Gen Z wants to engage. Forbes+1
- Speed and convenience vs authenticity: Virtual interviews can speed up hiring but might make it harder to assess interpersonal chemistry, culture fit, and real behaviours that matter. inFeedo+1
Opportunities
- Wider pools, increased inclusivity: Video interviews especially asynchronous or flexible scheduling - can let more candidates (e.g. from different geographies or with limited transport resources) apply. inFeedo+1
- Better candidate experience for Gen Z: Meeting candidates “on their turf” -digital, flexible, efficient, can build goodwill, trust and employer brand strength. onrec.com+1
- Hybrid / mixed hiring models: Recruiters can blend virtual screening or first-round interviews with selective in-person or hybrid formats for later stages - keeping convenience while preserving human connection. This matches the leanings of many Gen Z candidates who value both. LinkedIn+2Fortune+2
What Should Recruiters Do: Tips for Adapting to Gen Z Realities
If you want to stay relevant and competitive as a recruiter in 2026, consider:
- Offer flexible interview formats - Allow video first rounds (live or asynchronous), especially for early screening.
- Prioritise clear, efficient processes - Avoid long rounds, unnecessary bureaucracy or “performance theatre.” Make the process candidate-friendly.
- Emphasise employer brand, values and culture - Gen Z pays attention to authenticity, values, DEI, work–life balance and company mission. Communicate these early.
- Use hybrid/hybrid-phased interviewing - Combine digital convenience with occasional in-person or hybrid meetings for culture fit, team interaction, and deeper assessment.
- Invest in candidate experience - Provide feedback, timely communication, transparency. Missteps like ghosting - from your side - risk damaging the employer brand. onrec.com+1
Final Thoughts: The Interview Isn’t Dead -It’s Evolving
The narrative that “Gen Z hates work” is overblown. What’s really happening is that this generation rejects aspects of recruitment that feel outdated, inefficient or impersonal - and they’re demanding a more balanced, digitally native, and humane process.
For recruiters, this shouldn’t be a crisis - but a wake-up call. The core goal remains the same: finding right talent. But the methods need to evolve. Those who adapt will not only survive - they’ll thrive in a radically changed talent landscape.