23 Reasons Employers Hesitate to Hire Gen Z
In today’s dynamic workplace, the generational divide between employers and Gen Z candidates is more pronounced than ever. Employers voice concerns over hiring Gen Z for reasons ranging from their strong preference for digital communication to their perceived lack of traditional work ethic.
These apprehensions are rooted in observable differences in workplace behaviors and expectations, highlighting a clash between established corporate norms and the values of a new generation. Understanding these challenges is crucial for both sides to bridge the gap and foster a productive working environment.
Preference for Remote Work
Employers note that many Gen Z candidates express a strong preference for remote positions, often viewing traditional office settings unfavorably. This desire for flexibility can clash with industries or roles that require in-person engagement. As a result, firms needing onsite presence might hesitate to hire candidates who prioritize remote work.
Short Attention Spans
Raised in an era of digital immediacy, some Gen Z individuals struggle with tasks requiring long periods of focus. Employers worry about their ability to handle complex projects without constant stimulation. This perceived lack of concentration is a barrier in roles that demand deep analytical work or prolonged attention to detail.
Lack of Face-to-Face Communication Skills
With a heavy reliance on digital communication tools, Gen Z’s face-to-face communication skills are often underdeveloped. Employers value verbal communication for client interactions and team collaboration, which can make them hesitant to hire those who prefer texting or emailing. This gap can be particularly problematic in customer-facing or leadership roles.
High Expectations for Advancement
Gen Z workers are ambitious and expect rapid career progression, which can be at odds with more traditional career ladders. This impatience for advancement can lead to frustration on both sides, with employers wary of hiring someone who may leave if quick promotions are not available. Companies looking for long-term commitment may find this expectation misaligned with their organizational goals.
Demand for High Salaries
Informed by online salary data, Gen Z often enters the job market with high salary expectations. Employers concerned with budget constraints might be reluctant to meet these demands, especially for entry-level positions. This mismatch can lead employers to choose candidates with more realistic salary expectations.
Overreliance on Technology
While tech-savviness is a strength of Gen Z, an overreliance on technology can be a double-edged sword. Employers observe that some Gen Z individuals may struggle with traditional methods or non-digital solutions, which are still relevant in many sectors. This dependency can deter employers from hiring versatile workers who are comfortable with a range of tools and approaches.
Perceived Entitlement
A common perception among employers is that Gen Z workers exhibit a sense of entitlement, expecting benefits and flexibility that may not align with business capabilities or culture. This view can lead to hesitations in hiring if there appears to be a mismatch in expectations versus reality. Companies prioritize candidates who demonstrate an understanding of workplace give-and-take.
Social Media Distractions
Gen Z’s deep engagement with social media is seen as a potential distraction in the workplace. Employers are concerned about productivity loss linked to social media use during work hours. This apprehension can make them cautious about hiring individuals they perceive as unable to disconnect from their online lives.
Need for Constant Feedback
Raised in an environment of instant feedback, Gen Z may require more frequent reviews and reassurances, which can strain traditional management resources. Employers accustomed to less frequent performance reviews may see this need as a managerial burden. This can be a deterrent in environments that value independence and self-sufficiency.
Changing Jobs Frequently
Gen Z has a tendency to change jobs more frequently than previous generations, seeking new challenges and opportunities. Employers looking for stability might view this trait unfavorably, as they are concerned about turnover costs and the loss of company knowledge. This reputation for job-hopping makes some employers hesitant to invest in training for Gen Z workers.
Minimal Practical Experience
Despite being highly educated, many Gen Z candidates lack practical experience, having focused more on formal education and theoretical knowledge. Employers in fields that value hands-on experience might find this a significant gap, preferring candidates who can demonstrate practical skills from day one. This can put Gen Z at a disadvantage in highly competitive job markets.
Focus on Social Impact
Gen Z’s strong desire to work for companies with a social impact and ethical practices is admirable, but it can limit their job options. Employers not perceived as “ethical” or “impactful” may struggle to attract Gen Z talent, leading to mutual disinterest. This selective focus means that traditional industries or those in transformation may miss out on Gen Z talent.
Informal Dress and Demeanor
The casual dress and demeanor favored by many in Gen Z can clash with corporate cultures that value formal attire and a traditional professional demeanor. Employers with strict dress codes or conservative corporate cultures may view this casualness as a lack of professionalism. This cultural mismatch can be a barrier to entry for Gen Z candidates in certain sectors.
Emphasis on Work-Life Balance
Gen Z’s strong emphasis on work-life balance is often at odds with industries known for demanding hours, such as finance or law. Employers in these fields may prefer to hire those willing to commit extensive time to their careers, especially in the early years. This divergence in work-life balance expectations can lead to recruitment challenges.
Susceptibility to Burnout
Gen Z is reportedly more prone to burnout due to high self-expectations and constant connectivity. Employers concerned about the well-being and long-term productivity of their staff might be cautious about hiring individuals who are at a higher risk of burnout. Companies are increasingly looking for employees who can sustain high performance over time.
Skepticism of Authority
A healthy skepticism of authority can lead to innovation, but it can also result in workplace conflicts. Employers who rely on hierarchical decision-making may view this trait unfavorably, preferring candidates who respect established chains of command. This skepticism can hinder Gen Z’s integration into traditionally structured organizations.
Lack of Long-term Planning
Gen Z’s focus on immediate outcomes and frequent career changes can indicate a lack of long-term planning. Employers who need strategic thinkers and planners might be wary of this trait and concerned about a mismatch in future-oriented goals. This can make it challenging for Gen Z to secure roles that require long-term commitment and vision.
Avoidance of Phone Conversations
The preference for texting or emailing over phone conversations is prevalent among Gen Z but can be problematic in roles that require strong verbal communication. Employers who value the nuances of spoken communication may hesitate to hire someone uncomfortable with traditional communication methods. This aversion can limit opportunities in client-facing roles or positions requiring negotiation skills.
Reluctance to Take Risks
While cautious decision-making can be a strength, some employers find that Gen Z’s risk-averse nature stifles creativity and bold initiatives. In industries where innovation drives success, such as tech or marketing, a reluctance to take calculated risks can be a significant drawback. Employers in these fields may prefer candidates who demonstrate a proactive approach to innovation and problem-solving.
Overemphasis on Individualism
While individualism can foster unique contributions, an overemphasis on personal achievement over team success can disrupt workplace harmony. Employers value team players who can collaborate effectively and contribute to a shared goal. This focus on individualism can sometimes work against Gen Z in collaborative environments.
Dependence on Digital Validation
Gen Z’s need for constant digital validation through likes, shares, and comments can translate into a need for workplace affirmation that may not always be available. Employers concerned about the impact of this need on productivity and self-motivation might be cautious. This need for frequent validation can complicate traditional feedback processes.
Resistance to Formal Training
Gen Z’s preference for self-directed learning and digital platforms can sometimes be at odds with more formal, structured training programs in the workplace. Employers who invest heavily in traditional training methods may find it challenging to engage Gen Z employees who favor a quicker, more autonomous approach to skill acquisition. This disconnect can lead to frustration on both sides, as training programs are a significant investment in employee development.
Focus on Personal Values Over Company Loyalty
Gen Z is known for prioritizing personal values and seeking employers whose corporate cultures align with their own beliefs. This can lead to challenges for companies whose practices or values do not meet the high standards expected by this generation. Employers might be wary of hiring individuals who they fear might leave the company if another with a closer alignment to their personal ethics comes along, affecting continuity and team cohesion.
Josh Dudick
Josh is a financial expert with over 15 years of experience on Wall Street as a senior market strategist and trader. His career has spanned from working on the New York Stock Exchange floor to investment management and portfolio trading at Citibank, Chicago Trading Company, and Flow Traders.
Josh graduated from Cornell University with a degree from the Dyson School of Applied Economics & Management at the SC Johnson College of Business. He has held multiple professional licenses during his career, including FINRA Series 3, 7, 24, 55, Nasdaq OMX, Xetra & Eurex (German), and SIX (Swiss) trading licenses. Josh served as a senior trader and strategist, business partner, and head of futures in his former roles on Wall Street.
Josh's work and authoritative advice have appeared in major publications like Nasdaq, Forbes, The Sun, Yahoo! Finance, CBS News, Fortune, The Street, MSN Money, and Go Banking Rates. Josh currently holds areas of expertise in investing, wealth management, capital markets, taxes, real estate, cryptocurrencies, and personal finance.
Josh currently runs a wealth management business and investment firm. Additionally, he is the founder and CEO of Top Dollar, where he teaches others how to build 6-figure passive income with smart money strategies that he uses professionally.