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How would you describe Gen Z? Low-key pretty mid?
Some talent pros are taking to TikTok with dramatizations of how, in their view, Gen Z candidates behave in job interviews. Apparently when it comes to slang and oversharing, the youngest generation in the workplace is not holding back. While research suggests Gen Z values authenticity more than previous generations, some recruiters see their behavior as unprofessional.
As Gen Z outpaces Baby Boomers in the workforce, and is set to outnumber millennials by the early 2040s, according to Glassdoor, HR pros may need to rethink some traditional talent expectations.
Whatz going on? Gen Z entered the workforce during the Covid-19 pandemic, when many employers were primarily working remotely, Natalie Boren, an SVP at recruitment firm Career Group Companies, told HR Brew. As a result, some may not have learnt how to “put their best foot forward” professionally.
“We’ve seen people take interviews from their bed. We’ve seen people take interviews with a complete mess behind them in their apartment, or running errands in their car,” she said, adding that, “I’ve had somebody take an interview and not blur their screen, and there was drug paraphernalia in the background…I mean, it is outrageous.”
“[It’s] a lack of awareness and a lack of professionalism,” she said.
Whatz HR to do? How Gen Z shows up to interviews may reflect how they’ll show up to work, Boren said, and there’s an opportunity for recruiters to educate applicants on how their presentation may impact their job opportunities.
Almost half (45%) of companies offer etiquette training as employees are being shepherded back into the office, according to a 2023 Resume Builder report. Gen Z employees in particular may benefit from this training, because many are less familiar with “social and company norms,” Christine Cruzvergara, chief education strategy officer at career platform Handshake, previously told HR Brew via email.
Boren suggested that people pros and employers rethink how they’re evaluating Gen Z candidates, and guiding them after they’re hired.
“[Decide] what is absolutely a must as an employer, and if that looks like having an onsite culture, or a certain dress code, or [a] certain code of ethics,” she said. “Looking at that and deciding what’s a must, and what are things that, in time, you can be a little bit more flexible with.”
When onboarding Gen Z employees, Boren recommended offering a “ramp-up time,” during which HR is more strict about policies, like in-office attendance and dress code. Once new hires have acclimated to the work environment, more flexibility can be offered.
“Look at how much that generation can contribute to the workforce,” she said. “And [try] to find a middle ground that doesn’t ultimately end up compromising, though, your business.”