Young people entering the job market often have more education credentials than older generations had. But how prepared are they, really?
According to a recent US study, many employers feel that new arrivals on the job market are not well equipped for working life.
Some 60% of managers and executives surveyed by Intelligence.com believe young graduates are unsuited to the world of work. They criticise them for “getting offended too easily” (58%), lacking professionalism (57%), and not responding well to feedback (55%).
Employers are also highly critical of Gen-Z college grads’ communication skills: one in two even thinks they lack them. These types of “soft skills” have become a key factor in professional success, and are often a deciding factor in recruitment processes.
While many young people claim on their CVs that they know how to communicate, work in a team, and speak in public, they often struggle to make a good impression on recruiters.
According to hiring managers, newcomers to the job market haven’t mastered the ABCs of job interviews: some 47% of employers say these candidates don’t choose appropriate attire, while 27% say they use inappropriate language.
However, one of the biggest complaints managers have is young grads’ attitude during interviews. Many complain that fresh Gen-Z grads don’t look them in the eye during their face-to-face meeting, or that they refuse to switch on their camera if the interview takes place virtually.
Even more surprisingly, 19% of those surveyed said they have seen young professionals accompanied by one of their parents during their interview!
While some of these findings can be chalked up to the grads’ inexperience with the world of work, the results also show the extent to which Gen Z aims to have a relationship with work that does not resemble that of older generations.
These young graduates approach their entry into working life differently; for them, it’s out of the question to get caught up in the corporate world unless they feel it’s in their best interest to do so.
As such, their arrival to a workplace can set off a small cultural revolution: tensions can arise when managers and older employees realise young people don’t have the same attitude to work that they do.
This might explain why 39% of managers admit they avoid hiring young people, preferring more experienced candidates who will be better equipped to meet their expectations.
For Diane Gayeski, professor of strategic communications at Ithaca College in New York, this tactic isn’t the solution. “Gen-Z individuals value training and connections with fellow employees. They really want to do a good job and be valued,” she said.
“They also care very much about the values of an organisation and its leaders, so if companies want to attract the top talent, they should be prepared to talk about more than just the job and making money.”