Why Gen Z Isn’t Applying to Your Restaurant
Hospitality has a staffing issue. But maybe not for the reasons we keep hearing.
It’s easy to point fingers at Gen Z. To say they don’t want to work, they’re too sensitive, they don’t stay long enough. But if you actually talk to young people, or try to hire them-you, you’ll start to realize something else is happening.
They’re not opting out of hospitality because they’re lazy. They’re opting out because we haven’t given them a compelling reason to opt in.
The Generation That’s Redefining Work
Gen Z, born between 1997 and 2012, came of age watching the fallout of burnout culture. They’ve seen the limits of “just hustle harder.” They’ve seen parents and mentors work multiple jobs, get sick, burn out, or get laid off with no warning. So they’re not interested in repeating that cycle.
Instead, they’re asking smarter questions:
What’s the schedule?
Will I be trained?
Who’s leading the team?
Is this worth my time?
It could be considered entitlement, but maybe it’s just discernment. And isn’t that sort of what we taught them?
The Job Description Isn’t Enough
The biggest disconnect between operators and applicants is often the difference between what’s written and what’s real.
You can have a great-looking Indeed post and still lose a great candidate in the first five minutes of an interview. Why? Because today’s applicants, especially Gen Z, can sense the gaps. If your culture doesn’t match your copy, they’ll notice. If the expectations are vague, they’ll ask. If the training is nonexistent, they’ll pass.
They are focused on achieving a work-life balance and have heard their parents discuss the importance of protecting their time and energy.
They’re Not Job-Hoppers. They’re Culture Testers.
Gen Z has no problem leaving a job that doesn’t serve them, and that’s often perceived as flighty. But what if it’s actually strategic?
If your workplace lacks consistency, support, or respect, Gen Z isn’t going to stick around out of obligation. They’ll move on. Honestly, it’s actually a form of quality control. And while high turnover can be expensive, the root issue isn’t Gen Z. It’s leadership.
Instead of trying to force old-school loyalty, hospitality brands can rethink how they create alignment, clarity, and actual paths for growth.
What Gen Z Is Actually Looking For
Across all our client conversations, we’re hearing the same themes:
Transparency: About pay, scheduling, and performance.
Structure: Clear training plans, regular feedback, consistent expectations.
Respect: For time, boundaries, identity, and communication style.
Purpose: A sense that the work matters—and that leadership is paying attention.
This Is a Fixable Problem
If you’re struggling to attract Gen Z applicants, ask yourself:
When’s the last time we updated our job descriptions?
Do we offer onboarding or just a quick tour and a hope for the best?
Are we training our managers to lead, or just to schedule?
Do we show people a path forward, or just ask them to show up?
Most of the friction is structural, not generational. When your systems are strong, hiring gets easier.
We’re Not Just Competing with Other Restaurants
This is the part a lot of operators miss. Gen Z isn’t just choosing between your restaurant and the one down the street. They’re choosing between hospitality and every other industry that’s learned how to speak their language.
Retail, tech, logistics, even gig platforms, are meeting Gen Z with better onboarding, more flexibility, and faster feedback loops. If we want to compete, we have to offer more than a paycheck.
We have to offer purpose, support, flexibility, and an environment that feels human.
The Takeaway
Gen Z isn’t avoiding work. They’re avoiding chaos. And that’s an opportunity. Because when you build systems that work, you’re not just attracting one generation, you’re creating a stronger, more resilient workplace for everyone.
Want help building a culture that everyone wants to be a part of? Let’s talk.
Contact info@clcinsight.com to start the conversation.