Preparing to recruit marketing and sales staff after the Lunar New Year, Quynh Chi, who oversees human resources at an advertising company in Hanoi, says job descriptions now have to be far more detailed than before.
Salary, bonuses, the 13th-month pay and Tet bonuses are placed at the top. Social insurance details are spelled out under the latest regulations. The goal, she says, is to avoid being “caught off guard” by the questions young candidates routinely ask.
Born from 1997 onward, Gen Z is rapidly becoming the dominant workforce, especially in sales and marketing roles that favor younger employees and change quickly.
With more than 15 years in HR, Chi says job descriptions have grown longer and more specific because generic listings no longer work.
In the past, broad descriptions were enough to attract applicants, often more than companies could handle. Today, Gen Z candidates want specifics. They ask about gross versus net salary, whether insurance contributions are calculated on full income or just a basic level, whether probation pays 100% or less, and how overtime is compensated. Some even ask whether the office provides rest areas for women during menstruation.
“Young candidates ask very concrete questions,” Chi says. “If employers want quality applications, they have to provide clear answers from the start.” Even response times have changed, she adds. Instead of vague timelines, candidates now expect specific dates and hours for feedback.
Data backs up the shift. End-of-year job market reports for 2025 and recruitment outlooks for 2026 show that 36% of surveyed Gen Z workers are willing to change jobs to find a better-fit environment.
Vague job descriptions are among the top reasons candidates turn down offers, even when pay is attractive. Negative signals about company culture come next.
Gen Z grew up in an era of radical transparency where online reviews are only a click away, says Dinh Ha My, who used to work at a firm focusing on HR solutions and talent recruitment. They have little tolerance for unhealthy workplaces and struggle with one-way commands. If managers cannot clearly explain why something is required, pushback is common. When expectations are clear, however, performance often improves.
To avoid falling out of sync, companies need clear processes and standards from the start. That includes timely responses to candidates, clear task assignments, full pay for work performed, and regular dialogue with employees. A poor employee experience can quickly spiral into negative online attention and even brand crises.
Gen Z, My adds, has also pushed older generations to rethink whether constant pressure and sacrificed mental health should be treated as normal. “Work-life balance is no longer a perk but is increasingly becoming a baseline expectation.”
Gen Z is not asking companies to give up their interests, says Dinh Thu Huong, HR director of Coc Coc. “They want fairness, transparency and a clear path forward.”
When businesses adapt thoughtfully, both sides benefit: Companies retain talent, and workers gain healthier environments in which to grow, Huong concluded.
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