Talk about what a stereotypical world we live in!
In today’s rapidly evolving job market, the entry of Generation Z into the workforce has brought about new perspectives, skills, and expectations. However, according to recent research, 40% of employers are giving Gen Z the cold shoulder when it comes to hiring. Yes, it’s a thing, and it’s got us scratching our heads and trying to figure out why.
A poll conducted in December 2023 among 800 U.S. directors and executives active in hiring, found that nearly four out of ten managers avoid hiring fresh college graduates because they believe they are ill-prepared for the working world.
A fifth of employers report that a recent college graduate brought their parent(s) along to the job interview. 21% of companies that participated in the survey reported having a candidate who declined to turn on their camera during a virtual interview. Additionally, employers expressed dissatisfaction regarding the applicants’ inability to maintain eye contact, unsuitable clothing, and language use.
Michael Connors, a Washington-area recruiter specialising in technology and accounting who gets recently graduated college students ready for interviews, is not entirely shocked by the survey’s findings.
“At the end of the day, there seems like a lack of seriousness,” he exclaims. “Do they even want this job, or do they just go through the motions?”
What’s more?
While many recent college graduates are enthusiastic about the opportunities that await Gen Z as they join the workforce, a recent survey revealed that their older superiors may not share this sentiment.
According to a recent study conducted by Intelligent, an online magazine devoted to student life, many business leaders believed that managers were attempting to avoid hiring fresh college graduates because they were unprepared for the workplace.
Intelligent used the help of the poll platform Pollfish to get input from 1,243 business leaders regarding working with the 2020–2023 graduating classes, the majority of whom are Gen Zers, who are generally characterised as people born between 1997 and 2012. According to the survey, 40% of company executives polled felt that recent college graduates were ill-prepared for the field.
Some corporate executives’ recruiting decisions may be impacted by this negative impression of Gen Z graduates, according to the survey. Of the 40% of company leaders polled who felt that fresh grads were not ready for the workforce, 94% of the group informed Intelligent that they avoid hiring them: 7% said that they don’t hire Gen Z grads at all, 27% said that they usually hold back from hiring them, and 40% exclaimed that they “sometimes” did, and 20% informed that they “rarely” avoid hiring them.
Business leaders who said that Gen Z graduates were unprepared for the workforce put the COVID-19 pandemic to fault in 48% of cases, and current society in 62% of cases. Other respondents claimed that because their parents and teachers hadn’t adequately prepared them for the workforce, fresh graduates were difficult to work with. Approximately 88% of the segment that felt graduates were unprepared told Intelligent that “etiquette classes” would be beneficial.
Similar sentiments expressed by managers in a Resume Builder poll conducted in April were reflected in the survey. Gen Z is harder to work with than prior generations, according to 74% of managers who answered the poll.
Are Gen Zs biting their nails?
Gen Z is struggling with anxiety over their futures in the meantime. According to a Zip Recruiter survey, 76% of Gen Z participants expressed concern about ChatGPT taking their place at work.
The COVID-19 pandemic, rapid advancements in technology, and the mass resignation of professionals like teachers and nurses have left no one fully prepared for the job, according to Diane Gayeski, an Ithaca College professor of strategic communication, who spoke with Intelligent.
According to Gayeski, a large number of Gen Zers may even have diminished “people skills” as a result of attending school during the pandemic.
However, according to The Wall Street Journal, several businesses and academic institutions are attempting to prepare Gen Z workers for the workforce. “Etiquette classes” are what many business leaders questioned by Intelligent indicated may be helpful. The courses cover how to act in a workplace, what to wear, and other required soft skills.
What can we do to address these concerns?
To bridge the gap between Gen Z workers and employers, it is essential to address the concerns that lead to the avoidance of hiring from this demographic. Clear communication and understanding can help dispel stereotypes and foster a more collaborative work environment.
Utilise skills-based hiring
Before a candidate is interviewed, skills assessments and take-home assignments can be used in skills-based hiring to determine their abilities and capabilities. It also provides you with access to a wider range of applicants and talent from underprivileged communities.
This strategy can help you connect with individuals who may be qualified for the position but don’t have a traditional four-year college degree, known as skilled through alternative routes (STAR) prospects. This is particularly significant because STAR candidates make up 60% of the US workforce alone, including 62% of African Americans, 55% of Hispanics, and 62% of veterans.
Employing based on capabilities also helps you draw in Gen Z applicants since they like to acquire practical skills via on-the-job training. Approximately one-third of today’s teenagers would prefer a two-year or shorter post-high school education. By doing so, more people will be able to work in high-skilled occupations and bridge the widening skills gap and digital divide.
Additionally, you can test for hard, soft, and transferable abilities using the appropriate talent assessment tools. Tests like the culture add test are another option; they show a candidate’s capacity to contribute to the corporate culture rather than simply fit in. Positive business culture is one of Gen Z’s top objectives at work, which makes tests like this essential.
Education and awareness
Employers should invest in educating their teams about the unique qualities and strengths of Gen Z. By fostering awareness, organisations can create an inclusive atmosphere where diverse perspectives are valued.
Adaptability and flexibility
Businesses need to adapt to the evolving expectations of the workforce, including providing flexible work arrangements and embracing new technologies. By demonstrating a commitment to meeting the needs of Gen Z employees, employers can build a more collaborative and dynamic workplace.
So, what’s the takeaway? Drop the stereotypes, embrace the digital prowess, and tap into the unique strengths that Gen Z brings to the table. Break down the barriers, and you might find a workforce that’s not just keeping up but propelling your business into the future. It’s time to rewrite the hiring playbook and give Gen Z the chance to show what they’re made of!
(Tashia Bernardus)