What Campus Recruiters Get Wrong About Gen Z Job Seekers

And how you can course-correct to attract – and retain – the next generation of talent 

When recruiters step onto campuses for placement drives, they often carry untested assumptions about Gen Z. You’ll hear them whispering, “They’re entitled,” “They don’t stick around,” or “They only care about social media.” But the truth is more layered. Gen Z – the most educated, diverse, and digital-native generation to date – has entered the workforce during a time of rapid technological change, pandemic upheaval, economic uncertainty, and AI disruption. Naturally, their expectations look different from the generations before them. 

The Indian Gen Z blends digital fluency with economic pragmatism. They’re value-driven, growth-focused, and increasingly part of gig, hybrid, and portfolio careers. This is why understanding Gen Z job expectations in India has become crucial for organizations building sustainable talent pipelines.

The problem? Recruiters often misinterpret those differences as flaws, when in reality, they are simply signals of a shifting world of work. These HR misconceptions about Gen Z need to be corrected for effective campus recruitment. 

1. Myth: “They only care about flexibility or remote work.” 

This is one of the loudest assumptions recruiters carry today. Gen Z is often painted as “unwilling” to show up to an office, glued to laptops in cozy cafés, or rejecting any job role that doesn’t say remote work. 

Reality: Social and professional connection matters deeply. 

• They value flexibility, yes, because in India, where family contexts and commute pressures are significant, flexibility isn’t just a perk – it’s a prerequisite. 

• But they also want the energy of collaboration, access to mentorship, and the “buzz” of an active workplace. According to a recent survey, a striking 40% of Gen Z employees report feeling lonely or isolated while working from home, much higher than older generations. 

Recruiter takeaway: Don’t confuse “flexibility” with “no office.” The winning formula is hybrid models that cater to Indian realities with intentional in-person team engagement and collaboration days. Smart campus hiring strategies for today’s youth emphasize both flexibility and social belonging. 

2. Myth: “Gen Z is career-hopping—they don’t value loyalty.” 

The stereotype is that Gen Z will jump ship the moment a shinier offer arrives, that they have no sense of loyalty or “sticking” to an organization. Recruiters often interpret this early attrition as a generational trait of fickle-mindedness. 

Reality: They want an “employer for life,” not a single job for life. 

• According to an article in The Times, 75% of Gen Zs want long-term employment with one employer, ideally averaging around seven years, which is, double the tenure of millennials. 

• Their “job-hopping” reputation seldom stems from escapism, but often from organizations that over-promise during hiring and under-deliver during employment. 

• Additionally, many Indian Gen Zs juggle work alongside studies. Deloitte’s 2025 survey revealed that 26% Gen Zs are already integrating work during education (The Times of India). This is less job-hopping and more multi-track career-building. 

Recruiter takeaway: Support flexible pathways (like internships and part-time roles) with visibility into progression. Emphasize career journeys inside the company. Show them a roadmap of what year their 1^st, 3^rd, 5^th, and 7^th year could look like – because if you don’t, they’ll create that roadmap elsewhere. This is one of the huge mistakes Indian recruiters make with Gen Z – assuming attrition when the real gap lies in growth clarity. 

3. Myth: “They’re just chasing passion and perks like everyone else.” 

Gen Z is often accused of being perk-driven: wanting beanbags, free pizzas, or jobs that look good on Instagram. Recruiters sometimes assume they need to “dress up” jobs with superficial branding. 

Reality: They prioritize purpose, growth, and balance over free snacks. 

• A Deel survey highlights that 70% respondents say pay is a top consideration – but not the only one. They want fair pay alongside well-being and purpose at work. 

• Over 88% of Deloitte survey participants say they want to contribute to society and will reject employers whose ethics don’t align with their own.  

• Gen Z is not just in it for the money. According to a study by RPG Group, 61% of Indian Gen Z job seekers would even take a pay cut for workplaces that value mental health and inclusivity. 

• Additionally, only 6% of Gen Z aim for leadership positions as their primary career goal. But this doesn’t mean they lack ambition. The majority simply care more about learning, work/life balance, and impact. 

Recruiter takeaway: Scrap the “Instagrammable perks” narrative. Lead with mentorship, transparent career progression, and real examples of how your company contributes to social or environmental goals, alongside offering fair compensation. This balance of pragmatism and development expectations aligns well with both youth preferences and Gen Z hiring trends in India. 

4. Myth: “They’re tech-dependent and soft-skill deficient.” 

This myth often comes from recruiters who see Gen Z candidates relying on Google or ChatGPT, or struggling with in-person cues during interviews. They’re labeled “overly digital” and underprepared for human interaction.

Reality: They’re tech-savvy and soft-skill aware – but need structured coaching. 

• Indian Gen Z spends more time with video-based learning and upskilling than older generations, especially in tech domains like AI, data science, and cybersecurity 

• They also believe that developing soft skills, such as communication, empathy and leadership, is more important than ever. However, recruiters on industry forums note they often need to ask follow-up questions to get full answers from Gen Z candidates, as their communication style is more conversational and less rehearsed. It’s not as much a soft skill gap, as it is a developmental preference for different communication style. 

Recruiter takeaway: Instead of dismissing them as “soft-skill deficient” and punishing them for misalignment, invest in blended development. Pair AI tools with real soft-skills coaching and one-on-one mentorship. That way, your employer brand stands out as supportive, not dismissive.  

5. Myth: “They’re unrealistic in interviews.” 

Another frequent complaint is that “They ask for too much money.” Or, “They don’t know how to behave in interviews.” Nearly 20% of employers report that Gen Zs come underprepared for interviews, especially around non-verbal cues or salary expectations. This is interpreted as arrogance or entitlement. 

Reality: It’s often a communication gap arising from unclear salary or process expectations. 

• Gen Z deeply values transparency and sees salary disclosure as a way to build trust. 

• 85% of upcoming graduates do not consider applying for jobs if salary ranges aren’t listed, and 87% rate pay transparency as a DEI concern (InFeedo, 2025). 

• Gen Z expects transparency in communication also, especially like clarity in feedback and candidature progression.

Recruiter takeaway: Share transparent salary ranges upfront and guide them through compensation and recruitment process related questions in interviews, especially for jobs lacking prior salary disclosure. You’ll earn their trust while welcoming a well-prepared talent pool and refining campus hiring strategies for today’s youth. 

Recruit Smarter, Not Harder 

Indian Gen Z is digitally savvy, financially pragmatic, growth-oriented, and value-driven – all while navigating unique cultural and economic dynamics. The global workforce reflects similar traits, but the Indian landscape adds its own complexities of scale, family expectations, and economic transition to the mix. 

The challenge for campus recruiters is to drop stereotypes and build authentic, transparent, and growth-driven experiences. Recruiters who can calibrate these expectations – in compensation, flexibility, upskilling, and communication – will attract the best Gen Z talent. 

At Posterity Consulting, we help organizations decode these nuances, translate the insights into tangible recruitment strategies that don’t just attract Gen Z talent – but also retain them. 

Get in touch with us today and ensure that your talent pipeline is as evolved as the Gen Z workforce and hiring trends in India.