Recent college graduates are discovering that reality does, in fact, bite. A recent poll by Intelligent found that human resources managers aren’t thrilled with the interview process of late. Complaints of entitlement, lack of work ethic, and motivation – coupled with expressions of offense when applicants are challenged over their skill set and experience – have made companies hesitant about bringing Gen Z into the workforce. One grievance echoed by a majority of those polled was the common occurrence of bringing a parent to the interview. What in tarnation?
That’s not all: One in eight hiring managers are devising strategies to avoid the class of 2025 altogether. According to the surveyed employers, young adults have a problem with eye contact, believe their entry-level job should pay unrealistic salaries, and dress inappropriately for the job they hope to land. Lobbyists and lawyers should probably wear a spiffy suit.
However, to keep things in perspective, these young people are being interviewed by a combination of Gen Xers and Baby Boomers who have set the standard for determination, work ethic, and decorum in the workplace.
However, to keep things in perspective, these young people are being interviewed by a combination of Gen Xers and Baby Boomers who have set the standard for determination, work ethic, and decorum in the workplace.
Keeping Up With Hiring Trends: Not Gen Z
There are several reasons for the failure to launch our new job seekers: Sectors experiencing talent shortages are not desirable industries in which the youth of America wish to work. The hottest industries, once seemingly bubbling with unlimited opportunity over the last two decades, are laying off people right and left.
Another glaring reason for the shortage of qualified candidates was the COVID-19 pandemic. “Gen Z especially has become used to working in a very flexible manner, because they experienced so much of their education either totally remote or hybrid,” Diane Gayeski, a professor of strategic communications at Ithaca College, told Newsweek. COVID shutdowns may answer some of the complaints about professionalism – attending class remotely in pajamas was quite the benefit.
Megan Gerhardt of The Gerhardt Group and Gentelligence couldn’t agree more: “The oldest of Gen Z had just started their professional careers when the pandemic hit, so many of their initial work experiences involved workplaces being focused upon the mental health and well-being of their employees,” she told Newsweek. Gerhardt didn’t mention that the “I’m offended” movement may have started right then and there.
But then again, Gerhardt uses terms like “generational shaming” – be ready when that slogan hits the news.
And Then There’s the AI Boogeyman
Let’s assume we have the perfect candidate: well-educated, with great communication skills, who makes eye contact, and takes blankets and dinner to the homeless between tutoring underprivileged urban high schoolers. However, the all-important first impressions are then determined by AI.
Gerhardt told the outlet that Gen Z applicants often have negative experiences during interviews. “They are experiencing AI/automated first-round interviews, which seem to strike a sour note with just about every Gen Z I’ve spoken with.” Apparently, Gen Z is prioritizing authenticity and real connections, and “being interviewed by a computer sends a very opposite message about how important that human element is to the hiring organization.”
There Is Hope, Dear Gen Z
So, what can a young, sensitive, hopeful graduate do when faced with automation and artificial intelligence? Well, as it turns out, Hillary Clinton may have had the answer in her New York Times bestseller: She Persisted. Just don’t quit. Never give up on what you want to be, dear wannabe employees. Jake Gomez, head of vertical strategy for ManpowerGroup, told The College Fix that recent grads need to understand there will be struggle and disappointment: “The job market is evolving, not closing, and job seekers must adapt accordingly.” Gomez continued: “Network like it’s your job because until you find one, it is.” Oh yes, reality does bite.
National Columnist at LibertyNation.com. Sarah has been a writer in the political and corporate worlds for over 30 years. As a sought-after speech writer, her clients included CEOs, U.S. Senators, Congressmen, Governors, and even a Vice President. This article was first published HERE
2 comments:
A lot of those interviewing problems like bringing a parent to the interview, being entitled, avoiding eye contact, bad work ethic and taking offense, and all elements of Maori culture. This is how kids are trained by the school system these days.
It used to be quite common for applicants to be given the option to be able to bring a "support person" to a job interview.
I always thought it was a completely awful idea and am glad to see that HR people now agreeing with me.
I should also note with years hindsight - if I was interviewing my 21-year-old self, it is unlikely I would have hired.
What many people don't realize is that most graduates don't just waltz into a perfect job matching their academic qualifications.
Sometimes it takes a few years working in factories or packhouse just to gain a bit of work experience and develop a greater "maturity" that companies are wanting. That and the hunger from knowing life is not easy and you don't always get what you want without sacrifice and eating humble pie.
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