Gen Z and AI: The Race for Transparency Begins
Generation Z demands not just speed from AI in hiring, but also an ethical stance and transparency. Research reveals this generation's expectations.
Mei Sullivan
The hiring world is facing its biggest transparency test ever as Generation Z, known as digital natives, enters the workforce. Although this generation was born into technology, they take a highly selective and critical approach toward AI tools used in hiring processes. While companies chase efficiency, candidates expect "a fair game" and "cards on the table." Recent research lays bare that this new generation demands not just speed from AI, but also an ethical stance and clarity.
Transparency is no longer an option, it is a trust signal
How candidates perceive a company begins to take shape from the very first second of the interview. Nicole Jurado's (2025) thesis titled "The effects of artificial intelligence on shaping employer brand perception" emphasizes that candidates view the balance between AI and human interaction as the most important indicator of a company's culture. According to this research, companies that are transparent about their AI usage and explain the process to candidates in advance project a much stronger employer brand image.
On the other hand, opaque processes create significant distrust among candidates. A recent survey conducted by Gartner (2026) shows that only 26% of job seekers trust AI to evaluate them fairly. This proves how critical it is for companies to clearly state why they use AI and what criteria these systems use for scoring.
Can AI truly break biases?
The "Voice AI in Firms" field experiment conducted by Brian Jabarian and Luca Henkel (2026), covering 70,000 candidates, shows that AI voice interviewers increased job offer rates by 12%. The same study notes that candidates selected through AI had 17% higher retention rates in the first 30 days.
Zhisheng Chen (2023) notes that AI-assisted processes can reduce gender and race-based discrimination reports, but only when unbiased datasets are used.
The fine line between anxiety and human touch
Poenaru and Diaconescu (2025) emphasize that anxiety toward AI increases candidates' expectations for human oversight and transparency.
Sakib and colleagues (2018/2024) note that when candidates are provided with answer editing rights, feedback, and system transparency, the process is perceived as fairer.
A fairness and transparency roadmap for companies
Nicole Jurado (2025) argues that the final stage of the interview must include human oversight.
According to Microsoft data, 80% of Gen Z prefers to apply to companies that support neurodiversity.
Conclusion: A hybrid future
Transparent, auditable, and human-supported AI models stand out as the fundamental path to earning the trust of Generation Z.
References
Chen, Z. (2023). Ethics and discrimination in artificial intelligence-enabled recruitment practices. Jabarian, B., & Henkel, L. (2026). Voice AI in Firms. Jurado, N. (2025). Employer brand perception and AI. Poenaru, L. F., & Diaconescu, V. (2025). Gen Z's Take on AI in Hiring. Sakib, M. N., et al. (2018/2024). AI-mediated Hiring Systems. Gartner. (2026). Survey on AI fairness perception. Microsoft. Neurodiversity Program Report. Chopra, F., & Haaland, I. (2024). Qualitative Interviews with AI. Lee, B. C., & Kim, B. Y. (2021). AI-based interview systems.