1 in 6 companies are hesitant to hire Gen Z recent grads
The Student Activities Fair, September 3, 2024.
Photo credit: Sower Staff
By Nora Betts, managing editor
This story is featured in the September print edition of the Sower newspaper.
A 2024 survey by Intelligent.com found that 1 in 6 companies are hesitant to hire recent college graduates, citing problems with Generation Z including poor communication skills, lack of motivation and unprofessionalism.
Out of the survey of 966 business leaders, 75% of respondents said some or all of their Gen Z hires were unsatisfactory, and 60% said they hired and fired the same Gen Z employee in a year.
Concordia’s Assistant Professor of Business Administration Melissa Davis said she believes Gen Z’s general lack of communication skills is due to increased online messaging and fewer face-to-face conversations. COVID-19 also limited students’ peer interactions and practice in professionalism during formative high school and college years, she said.
According to Intelligent, companies blamed the ineffectiveness of Gen Z hires on poor communication skills 39% of the time. To help remedy this weakness, Davis pointed to group projects as a means for students to hone important business skills and prepare for professional careers.
Davis encouraged students in group projects to practice “being able to work with a team, understanding when to take a leadership role, being able to communicate with others, and [being] able to overcome conflict or resolve conflict if that would come up in a group, rather than just being silent.”
To counteract an employer’s hesitancy to hire Gen Z workers, Davis advised students to highlight projects during job interviews that prove their commitment to building communication and teamwork skills.
“In interviews, [give] examples of how you’ve strengthened those skills throughout college, showing that you do have those skills or are working on improving them,” Davis said.
This sentiment is echoed by Intelligent’s Chief Education and Career Development Advisor Huy Nguyen, who encouraged employers to value Gen Z’s professional collegiate work instead of demanding previous workplace experience.
“When interviewing recent grads, it’s important for hiring managers to adapt their process to be more tailored to candidates who have no or little job experience,” said Nyueng. “Focus on potential over experience by evaluating candidates who have demonstrated adaptability, problem-solving, and coachability.”
Sophomore journalism major Alison Galchutt agreed that things like poor communication are general downfalls of Gen Z.
However, she said that “every generation has its problems and that these problems are not absolute.”
In light of the weaknesses described by Intelligent, Gen Z should realize what they do have to offer and hold fast to their professional strengths.
Davis said some of the greatest skills she sees in her Gen Z students are creativity and technological skills. Galchutt also highlighted adaptability to new technologies as a major positive of Gen Z.
“I think one of the strengths of my generation is adaptability, especially when it comes to all of the technological advances in our society,” said Galchutt.
Davis said she appreciates how Gen Z students want to express their ideas, which can lend well to business communication if professional skills are sharpened, too.
“One thing that I am so impressed with with your generation is not being afraid to speak up in class,” she said. “If a question is asked or we go around the room, you’re not hesitant as far as being able to share information, and I think that’s definitely a huge plus for Gen Z.”
Galchutt said her education at Concordia is helping her improve the generationally weak areas pointed out by Intelligent’s survey.
“I know my education at Concordia is preparing me well for my future, and I’m not just saying that,” said Galchutt. “I’ve had a lot of very good professors here, and they’ve helped me to develop skills in all of those areas that the survey identifies as lacking in my generation.”
