The Real Reasons Gen Z Can’t Find Jobs & Why Employers are Hesitant

The job market is changing quickly, and Gen Z is facing new challenges in starting their careers. They are good with technology, have a desire to start businesses, and care about making a difference in the world. 

But, they also have problems getting jobs that older generations didn’t have. Here’s what employers may perceive and the specific struggles faced by this new generation of workers.

1. Perceived Lack of Professional Soft Skills

Many Gen Z individuals are seen as lacking essential soft skills like communication, teamwork, and problem-solving. Nearly 4 out of 10 employers avoid hiring recent graduates.^(ref)

• Solution: Actively seek opportunities to develop and demonstrate these skills through extracurricular activities, internships, or part-time jobs.

2. Unrealistic Salary Expectations

Some Gen Z job seekers may have inflated salary expectations that don’t align with their experience or the market rate.^(ref)

• Solution: Research industry-standard salaries and be prepared to negotiate realistically based on qualifications and experience.

3. Work-Life Balance

Gen Z’s emphasis on work-life balance, prioritizing personal time and well-being,^(ref) can sometimes raise concerns among employers regarding their dedication to going above and beyond when the situation demands.

• Solution: Demonstrate a strong work ethic, willingness to be flexible when the job requires it, and gratitude for opportunities.

4. Low Tolerance for Company Misconduct

Gen Z demonstrates a low tolerance for ethical breaches and misconduct within companies, often leading to quicker turnover if their values don’t align with the organization’s actions.^(ref)

• Solution: Conduct in-depth research on prospective employers to identify those whose values resonate with your personal beliefs and priorities.

5. Soft Skill Gaps

Employers frequently note a deficiency in essential soft skills, such as effective communication, emotional intelligence, problem-solving, and conflict resolution, among Gen Z candidates.^(ref)

• Solution: actively engage in developing these soft skills through workshops, online courses, or mentorship programs. 

6. Mental Health Concerns

Gen Z experiences elevated rates of mental health challenges compared to previous generations, with 65% reporting at least one mental health issue within the past two years.^(ref)

• Solution: Take care of your mental health by being active, practicing mindfulness, and learning ways to manage stress.

7. Job-hopping Tendencies

A tendency to change jobs frequently can raise concerns about commitment and loyalty. In fact, 83% of Gen Zs consider themselves job hoppers.^(ref)

• Solution: Emphasize long-term career goals and a desire for stability during interviews.

8. Desire for Structured Hybrid Work

Gen Z employees often prefer a mix of remote and in-office work but want clear rules and structure in these arrangements, as per an Asana report.^(ref)

• Solution: Seek out companies offering structured hybrid work models and be transparent about your preferences during interviews, while also demonstrating flexibility.

9. Overreliance on Technology

While tech-savvy, some Gen Z individuals may struggle with face-to-face interactions and traditional communication methods.^(ref)

• Solution: Practice interpersonal skills, actively participate in in-person meetings and networking events.

10. Low Engagement

Gallup reports that only 31% of Gen Z employees feel engaged at work.^(ref) This disengagement can lead to lower productivity, decreased job satisfaction, and increased turnover.

• Solution: Seek out positions and companies that resonate with your values and interests. During interviews, inquire about company culture, mission, and growth opportunities to ensure a good fit.

11. Impatience for Advancement

A desire for rapid career advancement can lead to unrealistic expectations and frustration. According to research, 70% of Gen Zers expect to get promoted at work within 18 months.^(ref) 

• Solution: Focus on gaining experience, building skills, and establishing a track record of success before seeking promotions.

12. Poor Time Management

Difficulty prioritizing tasks and meeting deadlines can be a red flag for employers. Gen Z workers have a higher tendency to miss deadlines compared to other generations.^(ref)

• Solution: Develop effective time management strategies, utilize tools like calendars and to-do lists, and demonstrate punctuality.

13. Unprofessional Online Presence

Inappropriate social media posts or online behavior can reflect poorly on a candidate. A whopping majority (70%) of employers use social media to screen potential hires,^(ref) making an unprofessional or controversial online presence a serious deterrent.

• Solution: Clean up online profiles, be mindful of what is shared online, and maintain a professional image.

14. Costs of Training

Employers often hesitate to hire Gen Z due to perceived high training costs and concerns about long-term retention. As learners, Gen Z often expect receiving training to effectively apply new skills to their assigned responsibilities.^(ref)

• Solution: Show any relevant training, certifications, or existing skills you possess, and demonstrate your ability to learn quickly and adapt to new environments.

15. Lack of Adaptability

Resistance to change or feedback can be problematic in a dynamic workplace. In fact, 74% of managers say GenZ is the most challenging generation to work with.^(ref)

• Gen Z Solution: Be open to new ideas, embrace constructive criticism, and demonstrate a willingness to adapt to different situations.

16. Desire to Be Catered To

Like Millennials and even Boomers, Gen Zers often expect the workplace to adapt to their needs. For instance, Salesforce’s annual conference has recently featured performances by renowned artists like Kate Hudson and Matthew McConaughey just to appeal to younger employees.^(ref)

• Solution: Understand that workplace environments have established norms and procedures that may not always align perfectly with individual preferences.

17. Aspiration for Leadership

A significant portion of Gen Z harbors a strong desire to reach the C-suite early in their careers, often driven by ambition, a desire for impact, and a belief in their own abilities. Survey data shows that 72% of Gen Z high school students say that they want to start a business.^(ref)

• Solution: Build relationships with mentors, peers, and industry leaders who can offer guidance, support, and career opportunities. Understand that the path to becoming a CEO is rarely linear or quick.

18. Informal Communication Style

Gen Z’s tendency towards casual language, often seen in texting and social media, can be perceived as unprofessional in formal work environments.^(ref)

• Solution: Hone your ability to adjust your communication style according to the audience and context. Learn to craft professional emails and practice more formal language when appropriate.

19. Difficulty with Constructive Criticism

Some Gen Z individuals may struggle to accept feedback or constructive criticism gracefully. According to Gen Z employees, they have distinct expectations for feedback: prompt, collaborative, empathetic, and balanced.^(ref)

• Solution: View feedback as an opportunity for growth, ask clarifying questions, and express gratitude for the guidance.

20. Cultural Fit Issues

Gen Z often holds different perspectives on work-life balance, social issues, and workplace norms that can sometimes clash with more established company cultures.^(ref)

• Solution: Before applying, dive deep into the company culture of potential employers. During interviews, ask insightful questions about the work environment and company values to ensure they align with your values.

The future of work depends on our ability to bridge the gap between generational expectations and embrace the talents that each generation offers.