Employer Branding: 5 Insights to Recruit Better in 2026

The way young talent discovers employers has changed. Students and graduates now compare, scroll, filter… and form an opinion in seconds.

Based on the 2026 study by Twaalfde Man Media (2,000 young Belgians aged 18–30), here are 5 key insights to help you adapt your employer branding strategy and recruit more effectively.

1. Your employees are your most powerful media

Before applying, young candidates want to understand what working at your company really looks like. And they don’t turn to CEOs or corporate pages for that, they look at the people doing the job every day.

61.5% trust current employees, compared to just 34.8% for CEOs.

Your employer branding needs to be human and tangible. It’s no longer about telling, it’s about showing.

👉 What to focus on:

• employee testimonials
• “day in the life” content
• real experiences

Your team is what makes your company credible.

2. Overly polished content no longer works

The rules have changed. Highly produced marketing videos are no longer enough to capture attention.

57.4% of young people reject content that feels too “perfect”. What they want is something they can relate to, something real.

👉 What works today:

• short, dynamic formats
• content designed for TikTok and Instagram
• employees at the center

💡 This is exactly the approach behind SnakLab: creating short, authentic videos designed to engage young audiences.

3. Be present where they discover… and where they search

Instagram (61.1%) and TikTok (56.1%) dominate the discovery phase, while LinkedIn (65.5%) and job platforms (61%) remain key for active job search.

In other words, the candidate journey no longer happens on a single channel.

👉 Top-performing companies combine:

• visibility on targeted job platforms like Student
• engaging content on social media

Today, 6 out of 10 young people consider social media as important as traditional platforms.

💡 That’s why Student launched SnakLab in 2025, to help companies create content that resonates with Gen Z.

Also read: Student launches SnakLab, the video brand built for young audiences

4. Young talent wants clarity and concrete value

“Feel-good” messaging is no longer enough. When a young candidate discovers an opportunity, they ask a simple question: "What’s in it for me?".

What really captures attention:

• concrete opportunities: 52%
• salary: 47.3%

On the other hand, topics like diversity (10.2%) or team activities (15.5%) have less impact at the decision stage.

👉 To perform better, be clear and direct. Describe missions, conditions, and growth opportunities precisely. Clarity drives interest.

5. Your job offers need to be visible… to AI as well

The way young people search for jobs is evolving fast. 1 in 3 already uses AI in their job search, and this will only grow.

Your job offers are no longer just read by candidates. They are also analyzed by algorithms.

👉 To maximize visibility:

• use a clear structure
• include relevant keywords
• optimize readability

On Student, all job offers are optimized for search engines and AI-driven discovery (SEO & GEO).

👉 Result: better visibility, better understanding, and more applications.

In summary

Recruiting Gen Z in 2026 is not just about posting a job. It’s about how you are perceived, discovered, and understood.

The companies that perform best today:

• show the reality of their workplace
• are present on the right channels
• communicate clearly about opportunities

On Student, you can reach over 600,000 students and young graduates in Belgium, with optimized visibility and Gen Z-friendly formats, including video through SnakLab.

👉 Publish your job today and connect with the talent of tomorrow.