Employers Are Avoiding Hiring Gen Z Workers- Here’s Why

While many gifted, smart, able-bodied people are available to fill the holes in the job market, many of them are not a top choice, according to hiring staff. The reasons may (or may not) surprise you.

Gen Z stands out in several ways from the cohorts before and after, namely in terms of their fresh perspectives on social structure and technological savvy. These skills are invaluable in today’s market however, other things create barriers that Gen Z must overcome.

As we explore this issue, we will break down some of the reasons why employers are avoiding hiring workers from this generation and the potential impact of that decision on the workforce as a whole.

Gen Z workers are less experienced than previous generations. Almost 80 percent of surveyed employers saw Gen Z’s lack of real-world experience as a problem. Essentially, they are wary of bringing in workers who have zero experience utilizing required job skills.

Employers look for examples that new hires have what it takes to do a job well. Sadly, many Gen Z applicants have not yet proven themselves to be capable of getting things done or having the education to supplement experience.

In the past, having a long career was the goal of young people entering the workforce. However, young workers no longer see that as the only way to make ends meet. Retail and service professions are widely viewed as long-term roles by Gen Z, which makes them less desirable to employers.

Businesses cannot afford to have workers who frequently abandon their roles, because it destabilizes how well a company functions over time. Employers are therefore more interested in interviewing and selecting applicants who are in it for the long haul.

Younger workers want the option to work varied hours, to help them better show up in areas outside of the workplace. The increased demand for flexibility also means many would like the option to work remotely from home if/when the need arises.

The use of AI, Wikipedia and other accessible information sources has bred a generation of workers who lack many of the soft skills that make in-person work successful. Employers don’t have the time or ability to work though helping young people who struggle in these areas.

The ability to connect interpersonally is crucial to a flourishing work environment, but young workers are lacking in emotional intelligence, even having trouble reading the social cues of others. Businesses are passing over Gen Z because they need workers who can adapt quickly.

In-person teamwork is not a strength among many young workers, which worries employers who understand the necessity of group efforts in hitting company goals. Many employers want to avoid the difficult task of helping Gen Z workers adjust to meeting team objectives.

Haller asserts that the practice of ageism “Presents a significant disadvantage, as one’s age should never dictate their potential for success in a role, provided they possess the requisite skills and experience.” Therefore, a solution could stem from employers embracing flexible practices that appeal to younger candidates. This approach could bridge the gap that needs closing in order to get qualified Gen Z workers into the workforce.

This partnership not only solves complex problems but also introduces fresh ideas into traditional processes, demonstrating the untapped potential of Gen Z’s contribution to innovation.

An underutilized Gen Z workforce means lost opportunities for growth and innovation in fields like technology, where their digital-native abilities are crucial.

Companies putting this potential to good use can achieve significant advancements in efficiency and innovation.

Schools that have introduced co-op programs and practical internships are successfully helping to bridge this gap (via FastCompany).

These programs address common issues such as teamwork and communication, providing young workers with the guidance needed to adjust and excel in their roles, fostering a collaborative and supportive work environment.

Companies like Google have revamped their management practices to emphasize collaboration and inclusivity, attracting and retaining Gen Z talent by aligning with their expectations and values (via Omni HR).

Businesses that proactively incorporate ESG values into their operations are not only meeting Gen Z expectations but are also seen as more attractive employers, enhancing their ability to recruit young talent.

Companies can attract Gen Z by offering similar flexibility within structured roles, allowing young workers to achieve a balance between personal interests and professional responsibilities.

Such initiatives help young workers become more attractive to employers by ensuring they are ready to meet the challenges of modern work environments effectively.

Their influence will likely usher in widespread adoption of technology, a balanced approach to work-life, and a stronger emphasis on social responsibility within business strategies.

This shift not only meets their expectations but also taps into their potential to contribute innovatively from diverse environments.

Employers who effectively integrate these skills into their business operations can enhance productivity and innovation, making the most of Gen Z’s native tech-savviness.