9 Ways to Attract New Generation Hospitality Workers

Finding and keeping great hospitality staff is harder than ever. Younger generations aren’t jumping into these jobs like before. They want more than just a paycheck - they want work that fits their lifestyle, values, and future goals.
So, how can you attract new generation hospitality workers and keep them interested, motivated, and devoted to your company for the long term? Let us break it down.

Why Is It So Difficult to Find Good Hospitality Staff?

Hospitality has traditionally had a high personnel turnover rate, but it's getting much tougher. Many younger workers are turned off by the long hours, poor compensation, and high-stress levels. They have more career opportunities in technology, remote work, and gig economy occupations, which provide greater flexibility.

Generation Z is a tech-savvy generation that has grown up with quick satisfaction. Today's workforce has new expectations for job fulfillment. Many young professionals see hospitality as a stepping stone rather than a long-term career.

Negative impressions about work conditions in the hospitality business make it more difficult to attract top Gen Z talent.

What Do Young Workers Want in a Job?

1. Younger generations are looking beyond their salary. They want:

• Work-life balance – No one enjoys working nonstop and being burnt out. Having a flexible schedule is essential for recruiting Gen Z talent.

• Fair compensation – They will accept it if they can earn more money in a different career with less stress. Offering competitive remuneration is vital for standing out.

• A clear professional path – They want to know there's room for advancement. Professional development opportunities and potential career options should be highlighted.

• A positive work environment – Hospitality leaders must develop a friendly working atmosphere. A comfortable work culture requires respect, cooperation, and effective leadership.

• A job that matches their values – Many care about sustainability, diversity and workplace culture. Businesses that align with their values will attract and retain
  Gen Z staff.

Here’s How to Get Younger Generations to the Hospitality Industry!

1. Now that we know what young professionals want in a job let’s look at how businesses can meet those expectations. Attracting and retaining Gen Z workers is more than just paying wages—it’s about creating a work environment that matches their values, career goals and lifestyle. From simplifying hiring to fostering career development, here’s what hospitality leaders can do to get top Gen Z talent and keep them engaged.

1. Make Hiring Quick and Easy

Young workers do not want a lengthy, difficult hiring procedure. Keep things simple:

• Use social media and job boards to find fresh talent.

• Keep applications brief; no one wants to spend an hour filling out paperwork.

• Provide brief, casual interviews—virtual choices can assist simplify procedures.

• Follow up quickly—if they don't hear back, they'll go on to the next job offer.

• To attract more people, post available positions on a job platform with clear, compelling job descriptions.

Use ATS software to automate resume screening, speed up responses, and keep candidates engaged.

2. Create a Workplace They’ll Love

Younger employees won’t stay in a job that makes them miserable. Improve retention by:

• Offering flexible schedules so they can balance work and life. Generation Z prefers a career that allows personal time.

• Paying competitive wages with perks like free meals or discounts. Higher pay attracts and retains Gen Z workers.

• Providing proper training to help new employees feel confident and capable. Training should include digital tools that make learning easier.

3. Use Technology to Attract Tech-Savvy Workers

The younger workforce is tech-driven. If your business still relies on outdated systems, it’s a turn-off. Upgrade by:

• Using digital scheduling apps to make shift swaps and time-off requests easy.

• Implementing self-ordering kiosks or mobile payment systems. Modern technology improves efficiency.

• Upgrading catering equipment to include smart appliances that streamline operations and improve productivity.

• Offering online training programs so new hires can learn at their own pace. Digital natives prefer flexible learning options.

4. Focus on Growth and Career Paths

Hospitality isn’t just a short-term gig—it can be a long-term career. Show them how they can grow:

• Gen Zers value career development, so offering clear pathways to management roles will help retain them. Upward mobility is key to retaining young talent.

• Offer leadership training and mentorship programs to help young workers build the skills needed for career growth. Career development builds loyalty.

• Share success stories of current employees who have climbed the ladder. Retain Gen Z by showing real growth opportunities.

5. Create a Fun and Supportive Work Culture

People want to enjoy their jobs. A toxic work environment will push young people away. Instead:

• Foster teamwork and respect among staff.

• Recognize the hard work of frontline employees with rewards, bonuses, or fun incentives. Intrinsic rewards improve job satisfaction.

• Make the workplace feel like a community, not just a job.

6. Be a Business That Truly Cares

Younger workers care about the bigger picture. Show them that your business stands for something:

• Support sustainability—reduce waste and use eco-friendly practices.

• Offer mental health support and wellness programs. Human resources should prioritize well-being.

• Give back to the community through volunteer work and donations. Being involved in different cultures builds a strong brand.

• Partnering with a lodging association can help businesses stay ahead of industry trends and improve workplace culture.

7. Pay Competitive Wages and Perks

Higher pay is one of the strongest motivators for young talent. If hospitality businesses want to compete with other industries, they need to pay wages that reflect the cost of living and the demands of the job.

However, it is not only about pay—benefits like health insurance, paid time off, and performance bonuses may also help attract and keep Gen Z employees. Offering perks like gym memberships, transportation allowances, or tuition reimbursement for professional development can make jobs in hospitality more appealing to the next generation.

8. Show Off Your Workplace on Social Media

Gen Z workers are digital natives, which means they rely heavily on social media to research potential employers. Businesses that actively promote their work culture, employee testimonials, and behind-the-scenes footage on sites such as Instagram, TikTok, and LinkedIn can recruit more young talent. Highlighting professional development possibilities, diversity efforts, and workplace activities may help you build a favorable image and attract more job seekers from the talent pool.

9. Support Diversity and Inclusion

Generation Z values inclusivity and representation. They want to work for businesses that embrace different cultures and backgrounds. Hospitality businesses can attract and retain Gen Z workers by creating a welcoming and inclusive environment.

This includes offering diversity training, creating employee resource groups, and ensuring leadership teams reflect a range of perspectives. A strong dedication to diversity can make a company more attractive to young employees and create a more positive work environment.

Looking Ahead

It's not impossible to attract and retain young hospitality workers – it just requires a change. But how do you attract new-gen hospitality workers? Create a better workplace, offer career progression, and use technology to access a bigger talent pool. With talent in high demand, making these changes will secure the industry’s future.

FAQs

1. How do you get new clients in the hotel industry?

Businesses may attract new clients by using digital marketing, individualized customer experiences, loyalty programs, influencer collaborations, and positive online reviews.

2. What does Generation Z represent in the hotel industry?

Gen Z (born between 1997 and 2012) is the hotel industry's most recent workforce, bringing technical expertise, a preference for work-life balance, and a desire for meaningful, long-term careers.

3. How do you acquire and retain Generation Z and Alpha talent in the hospitality industry?

To attract and retain Generation Z and Alpha talent, hotels must prioritize digital recruiting, flexible work hours, continuing learning programs, environmental initiatives, and strong corporate values.

4. How important are pay and benefits in recruiting the next generation of employees?

While cash is crucial, young professionals are increasingly valuing other benefits like mental health care, paid time off, training programs, and performance-based incentives.

5. What role does workplace culture have in recruiting and keeping young hospitality professionals?

A supportive, inclusive, and engaging company culture improves employee retention. Mentorship, team-building events, and recognition programs may have a major impact.

Author:

This article is written by Jason Rasmuson in close association with HR Cloud. HR Cloud is a leading provider of proven HR solutions, including recruiting, onboarding, employee communications & engagement, and rewards & recognition. Our user-friendly software increases employee productivity, delivers time and cost savings, and minimizes compliance risk.