How GenZ can improve their Job Search

Gen Z are starting their career development. Nothing will happen until they master the Job Search. Step one is to learn what managers want, and what the hospitality industry needs.

According to the 2024 National Restaurant Association Educational Foundation (NRAEF) and Center for Generational Kinetics update, the numbers are eye-opening. 34% of Gen Z say they want to own their own restaurant or hospitality business someday. 9 in 10 restaurant managers started in entry-level positions. 8 in 10 restaurant owners began their careers in hourly roles. 7 in 10 restaurants today are single-unit operations, where young employees often have the most visibility and mentorship opportunities.

Gen Z isn’t just looking for jobs—they’re building the foundation to become the next generation of hospitality leaders.

How Gen Z Can Stand Out in the 2025 Hospitality Job Market

Hospitality is one of the few industries where you can start with zero experience and build a six-figure management career within a decade. But competition is fierce, and employers are looking for professionalism, initiative, and long-term vision.

Managers need to learn how to meet GenZ’s needs, emotionally, and long term. If they do not learn this soft skill then their employee retention numbers will decline steadily.

Go Beyond Customer Service — Talk About Business Impact

Hospitality managers want people who understand the business behind the service. When preparing for job interviews, don’t just say “I like helping people.” Say:

“I enjoy creating great guest experiences, but I also understand that consistent service drives repeat business and increases revenue. I’d like to learn more about how this restaurant tracks guest satisfaction or return visits.”

That single statement shifts you from employee to future leader. This is what managers want. This is the reason for the job interview. GenZ needs to learn that employers want to hire someone who will stay at least 2 years. Any lower numbers on their employee retention, and it becomes expensive to hire.

Show That You’re Invested in Learning

In 2025, 68% of restaurant operators say mentorship and internal training are their most effective retention tools. Let hiring managers know you’re hungry to learn:

“I’d like to work toward a supervisory role and I’m open to any cross-training or mentoring that helps me learn all sides of the operation.”

That signals maturity and initiative—traits every manager values.

Demonstrate Long-Term Thinking

Restaurant and hotel managers consistently report that Gen Z employees who stay longer than a year move into key roles quickly. Many started working at age 17, two years earlier than Millennials, meaning they already have real experience by their mid-20s.

Show your long-term mindset during interviews:

“I’m looking for a company where I can grow over the next few years. I’m not expecting a promotion right away—I want to master the role first.”

This tells hiring managers you’re stable, teachable, and loyal.

Learn the Financial Language of Hospitality

Understanding how restaurants and hotels make money is the fastest way to accelerate your career. Be ready to discuss food cost, labor management, guest retention, and marketing ROI. Even basic awareness of profit margins makes you stand out as someone who thinks like management.

Be Honest About Your Goals — And Link Them to the Company’s

Authenticity matters. Instead of saying, “I want to own my own restaurant someday,” try:

“I’d like to learn what it takes to run a successful hospitality business. Gaining experience in every department here would be a great way to start.”

That shows ambition paired with loyalty—a balance that hiring managers love.

Bring Tangible Skills to the Table

Hospitality in 2025 is digital and data-driven. Guest apps, AI-based analytics, and contactless tech are part of daily operations. Mention POS systems, social media experience, or guest review management. Even small examples—“I helped manage our online delivery platforms and improved guest response time”—demonstrate leadership potential.

How Restaurant and Hotel Managers Can Keep Gen Z

The challenge isn’t hiring Gen Z—it’s keeping them. The 2025 Hospitality Workforce Benchmark Report shows turnover among employees under 30 is still above 60%. The key to retention isn’t perks—it’s purpose.

Make Mentorship Part of the Job

Pair every new hire with a mentor or senior team member. Structured mentorship improves retention by up to 35% and builds the confidence Gen Z craves.

Offer Visible Growth Paths

Most Gen Z workers don’t quit because they’re unhappy; they quit because they can’t see what’s next. Show them the roadmap—from line cook to sous chef to general manager. Transparency creates trust.

Compete on Culture, Not Just Pay

Wages bring people in, but purpose keeps them. In the 2024 Deloitte Gen Z Report, 71% said they would stay longer at companies that invest in their development. Recognition, flexibility, and respect matter more than one-time bonuses.

Teach the Business Side Early

Introduce staff to sales tracking, scheduling, and inventory metrics during onboarding. When young employees understand how their actions affect profitability, they take ownership—and that’s how you build future leaders.

The Interview Edge: How Gen Z Can Impress Right Now

When heading into a hospitality interview, remember managers are looking for three traits: commitment, curiosity, and commercial awareness.

When asked why you’re interested in hospitality, try:

“I like that this industry rewards people who grow through experience. I want to learn management skills and eventually help a team run efficiently while keeping guests happy.”

When asked about strengths:

“I’m reliable, calm under pressure, and I understand how good service drives repeat business.”

When asked about weaknesses:

“I sometimes take on too much because I want to help the team, but I’m learning to prioritize for better efficiency.”

Each answer shows maturity, self-awareness, and an understanding of the industry’s goals—exactly what hiring managers want.

The Bottom Line

Gen Z is the most entrepreneurial and adaptable generation hospitality has ever seen. They’re eager to learn, confident with technology, and responsive to mentorship. But they cannot always communicate this in a job interview. For restaurants and hotels, they offer a chance to rebuild the workforce with career-minded, purpose-driven professionals.

For Gen Z job seekers, the message is clear: master the job interview, show that you understand the business, ask for mentorship, and focus on growth over speed. Managers will invest in you—and that’s how your first hospitality job becomes a long-term, rewarding career.