Generation Z, those born between 1997 and 2012, are facing significant challenges as they enter the workforce. A recent survey found that over a third of hiring managers (36%) admitted to having a bias against Gen Z candidates. This bias appears to be largely driven by the candidate's age.
Reasons for the Bias
There are a few potential reasons behind this hiring bias against Gen Z. Firstly, the rise of AI-powered resume and cover letter writing tools like ChatGPT has made some recruiters "hypervigilant" about potential mediocre or similar-looking applications. They may view Gen Z candidates as more likely to use these tools.
Secondly, Gen Z is known for embracing "portfolio careers" with multiple projects and job changes. This non-linear career path can seem erratic to more traditional hiring managers who are used to seeing long tenure at a small number of employers.
Additionally, some Gen Z behaviors, such as bringing parents to interviews or attending video calls in unconventional settings, have reinforced certain stereotypes. While these generalizations are not always accurate, they can contribute to hiring biases.
Advice for Gen Z Job Seekers
To overcome this bias, Khyati Sundaram of Applied recommends that Gen Z candidates focus on highlighting their relevant skills and experience rather than personal information or hobbies. Personalizing each application to the specific role is also crucial.
Sundaram also advises Gen Z job seekers to cast a wide net and not be discouraged by rejection. Transferable skills are often more important than a direct career history or degree. Persistence and a willingness to think creatively about how one's strengths apply to different roles can help overcome hiring bias.
Ultimately, the workforce is evolving, and employers need to adapt their expectations and practices to accommodate the changing needs and preferences of the next generation of workers.