There have been many attempts to “decode” Gen Z (born 1997-2012) as larger numbers of the demographic enter the workforce. But trying to differentiate one generation from the other often relies on comparisons to prior generations. While these can provide a starting point, such generalizations often don’t tell the whole story.
Gen Z Job Search Tools
Gen Z are true digital natives and often prefer text and social to the use of email communication, especially when filled with corporate jargon. Yet when it comes to the job search, Gen Z are still using some traditional methods such as cover letters and resumes. That said, Gen Z doesn’t expect those methods to last for much longer.
A survey from CVwizard.com of 1,000 young workers in the U.S. and the U.K. found that while 83% of Gen Z still use a resume to apply for a job, 62% percent believe traditional paper resumes will be obsolete by 2028. This includes the sentiment that cover letters may have also outlived their usefulness.
36% of the Gen Z respondents employ artificial intelligence (AI) and other technology to help with the job search and applications. The survey found that those with a master’s degree (52%) and those with a bachelor’s degree (38%) have used AI, compared with 28% of those with a high school diploma.
Common Job Application Methods
- Online job boards – 88%
- Company career pages – 53%
- Networking or referrals – 37%
- Social media platforms – 28%
Overcoming Hurdles
Despite being viewed as digital first, Gen Z is also described as having a high desire for making personal connections. But the CVWizard survey found this generation faces several challenges with online/hybrid hiring digital processes. These include difficulty making personal connections with recruiters and hiring managers, getting ghosted during the online hiring process and having technical issues.
In the Workplace
With burnout as a big concern for Gen Z, many are looking to set professional boundaries. If a situation is not conducive to the boundary set, Gen Z will likely move on and find another role. This extends to setting work-life boundaries with a clear delineation of time off the clock. Gen Z also typically looks for direct communication and that includes an openness to discussing salaries with colleagues, which will influence the need for transparency around salary and wages as more Gen Z enter the workforce.
As Gen Z employees will soon make up a greater part of the workforce, now is the time to assess ways to improve inter-generational communication in the workforce. When in doubt, ask the type of communication an employee prefers. The simple act of asking can be a good starting point for opening a continuing line of communication.
