58% of Gen Z view jobs as “situationships”

Hey HR Pros!

In this edition, we’re diving into what it takes to build a workplace where people feel seen, heard, and valued.

Gen Z is redefining commitment at work, often viewing jobs as short-term stepping stones rather than long-term relationships. At the same time, hiring is caught in an AI “doom loop,” where both employers and candidates are relying on algorithms, leaving little room for authentic connection.

Upcoming In This Issue:

• 💼 New Data | Why Gen Z Treats Jobs Like Situationships

• 🧑‍💼 Case Study: How This Company Built A High-Growth Recruitment Engine

• 🤖 AI Usage in 2025 | How AI is Being Used in By Candidates Today

• 🌍 HR Tips from HR Pros | Language Inclusivity: The Overlooked DEI Advantage

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💼 New Data | Why Gen Z Treats Jobs Like Situationships

I dove into a national survey of over 1,000 employees, and the findings paint a clear picture: Gen Z doesn’t see work as a lifelong contract. For them, jobs are temporary arrangements, often taken with an exit plan already in mind. Employers expecting long-term loyalty are up against a generation that values flexibility and personal growth above tenure.

What stood out most was how this mindset is changing both sides of the hiring equation: workers who ghost without warning and managers who now view job-hopping as a potential dealbreaker.

Key Insights

• 58% of Gen Z view certain jobs as “situationships,” designed for short-term experience rather than long-term career growth.

• 47% plan to quit 🚪 within a year, and half of that group say they could leave their job at any moment.

• 1 in 3 ghost employers 👻 by quitting without notice, signaling how transactional work relationships have become.

• 36% of managers 📉 have passed on Gen Z candidates due to concerns about job-hopping and perceived lack of commitment.

read the full 656-word article here

🧑‍💼 Case Study: How This Company Built A High-Growth Recruitment Engine

Challenge: HR leaders at Constant Contact faced the classic high-growth dilemma—meeting aggressive hiring demands while maintaining quality talent acquisition. Limited visibility into future hiring needs, coupled with competitive talent markets and CEO-driven growth expectations, meant the team needed to act fast.

Strategy & Implementation

• Data-driven sourcing – Leveraged A/B testing on outreach messages to engage passive candidates and improve hiring conversion rates.

• Enhanced employer branding – Used social media, digital marketing, and targeted messaging to attract top talent effectively.

• Candidate-first experience – Integrated skill-based assessments early in the process for faster, more accurate candidate selection.

• Cultural alignment training – Trained all interviewers to consistently reflect company values like adaptability and big-picture thinking.

• Proactive workforce planning – Partnered with business leaders to forecast hiring needs and reduce reactive recruitment efforts.

Results

• 90% of employees reported their managers genuinely care about their well-being (2024 engagement survey).

• Boosted engagement from candidates through improved outreach messaging and employer branding efforts.

• Award-winning culture – Earned the 2025 ATD Best Award for employee growth and development initiatives.

• Reduced turnover risk through stronger cultural fit and career development investments.

read the full article

😄 Comic Relief (HR Edition)

🤖 AI Usage in 2025 | How AI is Being Used in By Candidates Today

I explored a recent survey revealing that candidates feel intense pressure in today’s competitive job market, and many are using AI tools just to stand out. Let’s look at how AI is being used in hiring today.

How AI is Being Used by Candidates:

• 🗒️ 45% use AI for interview preparation to anticipate questions and practice responses.

• 📈 43% analyze job postings with AI to identify and highlight key skills.

• ✍️ 28% generate work samples or portfolios using AI tools.

• 🗣️ 24% rely on AI to help them respond to technical interview questions.

• 💬 22% draft personalized connection messages for networking.

• 💻️ 22% even apply for jobs automatically using AI-powered platforms.

• 💵 18% use AI to evaluate salary offers and compensation packages.

• 🗒️ 18% get AI assistance with take-home assignments.

• 🔈️ 17% use AI to craft responses during live interviews.

read the full 495-word article here

🌍 HR Tips from HR Pros | Language Inclusivity: The Overlooked DEI Advantage

Language is often the missing link in workplace inclusion, and Neil Berry, SVP at Babbel for Business, believes HR leaders can no longer afford to overlook it.

Through real-world examples, Berry explains how organizations—from healthcare to logistics—are embracing language inclusivity to break down bias, improve team performance, and bridge generational divides.

Key Lessons for HR Leaders

• Make language access a DEI pillar 🌟 – Only 24% of workplaces offer language learning support; expanding this is crucial for inclusivity and equity.

• Reduce bias and “accent anxiety” 🗣 – Accent-neutral training and pronunciation workshops empower employees and create fairer hiring and promotion paths.

• Prioritize safety and communication ⚠ – With 25% of workers facing safety risks due to language barriers, translation and interpreter access are non-negotiable.

• Track ROI to build buy-in 📈 – Berry cites hotel chains using Babbel analytics to prove faster onboarding, higher employee engagement, and improved guest satisfaction. 

read the full 870-word article here