1 in 4 Hiring Managers Say Young Gen Zers Are Unemployable

People tend to have many strong opinions on Gen Z, whether positive or negative. We wanted to find out how today’s business leaders view Gen Z’s place in the workforce, especially the younger members of this generation who may just be starting their careers.

In July, ResumeTemplates.com surveyed 1,000 hiring managers about their experiences working with young Gen Zers, defined in the survey as those 18 to 23.

Study highlights:

• 1 in 4 hiring managers find young Gen Zers unemployable
• 1 in 6 say their employers are not willing to hire this age group for full-time work
• 40% say 18 to 23 year-olds are offered lowered pay for the same level of work

24% of Hiring Managers Don’t Think Young Gen Zers Are Employable

When asked to rate the overall level of employability for workers in this age range, 24% of respondents say 18 to 23 year-olds are not very (21%) or not at all employable (3%), while 50% say they are somewhat employable and 26% say very employable.

Among the one in four who do not believe these workers are employable, the most frequently cited reasons include a lack of work ethic (88%), lack of accountability (81%), and poor quality of work (61%).

Hiring managers say young Gen Zers are unreliable, not receptive to feedback

Additionally, 37% of respondents say young Gen Zers are not very (28%) or not at all reliable (9%) in the workplace, and 42% also say they are not very (32%) or not at all prepared (10%) for the workforce.

Of hiring managers, 41% also believe that this age group of employees are not very (29%) or not at all receptive (11%) to constructive criticism, and 39% say their career expectations are not very (29%) or not at all realistic (10%).

Taken together, these statistics don’t paint a very flattering picture of younger Gen Zers aiming to enter the workforce. However, Julia Toothacre, chief career strategist at ResumeTemplates.com, has a different point of view.

“One thing to remember is that every young generation goes through this kind of criticism,” says Toothacre. “Millennials were called lazy and entitled. Gen Z is getting branded as lacking work ethic and accountability.

“Gen Z is coming into professional work in a different climate than other generations,” continues Toothacre. “They have access to more information than ever before and they have been told that companies don’t care about them. If you’ve watched your parents or siblings get laid off and organizations prioritize profits over people, your work ethic wouldn’t be great either.

“I teach Gen Z and I can confidently say they do have a good work ethic, but they are also looking for mentorship and guidance. If you care about them, they will work hard for you,” she explains.

1 in 6 Companies Unwilling To Hire Young Gen Zers for Full-Time Work; Many Offer Internships Instead

When asked to rate their employers’ willingness to hire young Gen Zers for full-time work, 17% say their employer is not very (15%) or not at all willing (2%).

Respondents were also asked if their employer was exploring any alternatives to hiring this age group for full-time work, and 56% are offering part-time roles instead, 47% have contract work, 45% provide paid internships, and 17% are offering unpaid internships.

4 in 10 Say Young Gen Zers Are Given Lower Pay; Half Cite Current Job Market as Reason

Of hiring managers, 38% say young Gen Zers at their workplace are offered lower pay than their older coworkers for similar job roles at their workplace. And 46% say the pay is comparable, while 14% say young Gen Zers are offered more than their older counterparts for similar work.

Among the 38% who say 18 to 23 year-olds are offered lower pay, nearly half (49%) believe that the current job market allows their employer to offer this lower rate, while 47% say their employer would offer lower pay regardless of the job market.

“The job market is in a place where employers can get away with offering lower pay to new or entry-level employees,” says Toothacre. “The layoffs we’re seeing in certain industries allow employers to reclassify positions and salaries. Inflation is also playing a part here because new grads need higher salaries to afford to live in certain areas of the country.”

3 in 10 Say Young Gen Zers Don’t Meld Well With Workplace Culture

Among respondents, 27% say 18 to 23 year-olds integrate into their workplace not very(23%) or not at all well (4%) while the majority say young Gen Zers integrate into work culture somewhat (44%) or very well (28%).

“Gen Z appreciates good culture and wants to be part of a team. I think Gen Z will become the heart and energy center of most teams. They are eager and excited to learn; they just need guidance and clear expectations,” says Toothacre.

Josh Payne, owner of Classic, agrees. “In our experience, Gen Z employees … want to know the ‘why’ behind decisions and how their work contributes to the bigger picture. This generation grew up with technology and social media, so they’re highly connected and adept at networking, communication, and learning new skills on the fly,” says Payne.

“However, their short attention spans mean they require constant challenges and opportunities for growth to stay engaged. With the right environment and management, Gen Z can be highly employable and help companies gain fresh perspectives,” Payne explains.

Adam Degraide, founder and CEO of Bambamtastic, shares a similarly positive view of young Gen Zers, with a couple of stipulations. “I have found Gen Z employees to possess technical savvy that allows them to hit the ground running. However, they can lack patience for long-term growth, wanting rapid progress in their careers.

“While their desire for job-hopping means setting clear career path expectations upfront, Gen Zers adapt well to workplace culture when given responsibility and autonomy.

“With an entrepreneurial spirit, they’ve brought fresh thinking that helps my companies better serve modern clients. Overall, Gen Z employees are eager to prove themselves if given the right opportunities and guidance,” says Degraide.

This survey was conducted in July 2024. In total, 1,000 U.S. respondents completed the survey. To take the full survey, respondents had to answer that they were very involved in their employer’s hiring process. They also had to identify themselves as age 25 or older, currently employed for wages, working at a company with 11 or more employees, earning an annual household income of at least $50,000, and as one of the following job roles: owner or partner, president/CEO/chairperson, C-level executive, middle management, chief financial officer (CFO), chief technical officer (CTO), senior management, director, human resources manager, business administrator, or supervisor.