Generation Z—those born in the late 1990s and early 2000s, are beginning to enter the workforce in large numbers, and this group will represent the core of the workforce in years to come. So why are hiring managers so skeptical of these workers? A recent survey by ResumeBuilder.com reveals a notable reluctance among hiring managers to onboard Gen Z applicants, shedding light on the complexities of the current employment landscape.
Key Findings
- Almost one-third (31%) of hiring managers prefer older workers over Gen Z candidates.
- Hiring managers cite several concerns with Gen Z applicants, including high salary expectations (42%), lack of communication skills (39%), and a perceived lack of engagement (33%).
- A significant number of hiring managers (58%) feel that Gen Z candidates don’t dress appropriately for interviews; 57% note a struggle with maintaining eye contact.
- More than half (60%) of hiring managers perceive a sense of entitlement among Gen Z applicants; 26% find them difficult to manage.
- Almost one-third (30%) of hiring managers report having to fire a Gen Z employee within a month of their start date.
The concerns raised by hiring managers point toward a potential clash of work cultures and expectations. The question arises: are these concerns a reflection of substantive issues with Gen Z’s work ethic and capabilities, or are they merely symptomatic of generational differences in attitudes toward work?
Are Employers Missing Out?
If the concerns about Gen Z are more style than substance, employers might be overlooking a valuable talent pool. Gen Z’s familiarity with technology, adaptability, and fresh perspectives can be significant assets in the modern workplace. Dismissing these candidates based on traditional metrics might lead to missed opportunities for onboarding innovative and forward-thinking talent.
The ResumeBuilder.com survey highlights a critical juncture in the job market where generational differences are at the forefront. As the workplace continues to evolve, it’s essential for hiring managers to adapt their perspectives and recognize the unique strengths that each generation brings to the table. Understanding and embracing these differences could be key to building a dynamic, diverse, and robust workforce.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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