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While some turn to artificial intelligence to help with selection processes, young people from generation Z seek support from their parents to start their careers
In an effort to get every advantage possible in their job search, Gen Z is turning to the people they’ve always helped the most: their parents.
A recent survey of job seekers shows that 70% of Gen Zers ask their parents to help them get a job. Of those who do, 83% attribute the positive results to parental guidance.
But does not stop there. Almost 40% of this group say that their father or mother accompanied them to an in-person job interview. And almost 30% report that one of them entered the interview, and in 20% of cases, introduced themselves to the interviewer.
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Generation Z – born between 1995 and 2010 – was the last to enter the job market and is already known for its demands for flexibility and need for purpose. They represent 32% of the world’s population and will make up 27% of the workforce next year, according to McKinsey.
Family selection process
One in 10 Gen Z job seekers had help from their parents to complete the HR screening, an initial step in the selection process, while 1 in 8 had their parents write their resume from scratch.
Mothers are more helpful and supportive, as 76% of Gen Zers report receiving more help from them (compared to 45% who receive help from their fathers).
Of the people who had virtual interviews, 71% said a parent was present, but off camera, to support them. Almost 30% said their parents were on camera and, if they appeared, there was an 85% chance they would speak directly to the interviewer.
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Generational frustration
Generation Z faces different pressures in the job market. Another study shows that more than 30% of recruiters prefer hiring older workers over Gen Z candidates due to etiquette and behavior issues.
Young people have difficulties communicating, influenced by Instagram and TikTok, and experience high housing prices, for example. In a video posted on TikTok, a young American expresses this generation’s economic frustration. His post received almost 11 million views and 2 million likes.
Frustration is great for different generations, especially when it comes to finding a new job opportunity. Is there anything wrong with turning to other resources when looking for a job? Many people are using artificial intelligence, for example, to write resumes, help with job searches, and prepare for interviews.
More self-confidence
Confidence (or lack thereof) can dictate how you behave in a selection process. For Gen Z job seekers, does having help from your parents boost or inhibit your confidence? There’s nothing wrong with asking for guidance and support, but are you confident that you can do the job when you’re on your own?
In the age of AI, where technology is faster and better, and parents have more experience and vision, we tend to not trust ourselves.
Recognize that you can be better than you imagine. We all have the ability to do things for the first time and deal with uncertainty. Imposter syndrome has no age and, fortunately, neither does human development.
Here are 3 things Gen Z wants their bosses to know:
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1. The pandemic was difficult for them
Managers of Generation Z professionals need to be aware of how this generation has been impacted by the pandemic. While everyone has faced challenges during and after the pandemic, Gen Z has been hit the hardest because many young people missed a number of important developmental milestones. At a time when they should have been creating memories, building relationships and their own identities, they were actually isolated from friends and family, which had an impact on their mental health.
A 2022 report conducted by the National Library of Medicine showed that the impact of the pandemic on Generation Z will persist throughout their lives, longer than other generations.
Leaders need to be aware of the mindset that many of their young employees bring with them as they enter the workforce. Many members of Gen Z began their careers working from their childhood bedroom in their parents’ home, without the ability to meet their coworkers in person and missing out on opportunities for mentorship from more experienced professionals.
Managers will benefit from taking the time to ask their new employees about their personal experiences during the pandemic. Understanding what someone has been through makes it easier to determine what will inspire and motivate that person at work.
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2. They want you to be empathetic and care about what they are doing
A 2023 Deloitte study compared what Gen Z really wants from work with what their managers think they want. One of the biggest differences was in relation to empathy. Gen Z ranked empathy as the second most important trait in a boss and as a “prerequisite for work engagement.” They need to feel like their bosses care about them.
Gen Z seeks guidance and support from their leaders on how to manage their workload. Young workers want to feel that their managers care about them as people, as much as they care about their ability to be productive and deliver results. They need meaningful, objective conversations about balancing work responsibilities with their mental health.
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3. They care about their careers but don’t want that to be their entire identity
The Deloitte study also found that Gen Z professionals and their bosses place different values on work as part of their identities. The report finds that 61% of Gen Z members feel that work is a significant part of their identity, while 86% of bosses say the same.
Gen Z wants to make an impact on the world and values work, but they are also aware of how toxic work environments and burnout can affect their mental health. At the end of the day, that’s what’s most important to them. Gen Z has seen the impact of overwork on both their millennial co-workers and leaders and their Gen X parents.
While Gen Z may irritate some people by not being willing to work more than ten hours a day and setting limits on their time, their desires are in line with what is recommended for a better work-life balance.
1. The pandemic was difficult for them
Managers of Generation Z professionals need to be aware of how this generation has been impacted by the pandemic. While everyone has faced challenges during and after the pandemic, Gen Z has been hit the hardest because many young people missed a number of important developmental milestones. At a time when they should have been creating memories, building relationships and their own identities, they were actually isolated from friends and family, which had an impact on their mental health.
A 2022 report conducted by the National Library of Medicine showed that the impact of the pandemic on Generation Z will persist throughout their lives, longer than other generations.
Leaders need to be aware of the mindset that many of their young employees bring with them as they enter the workforce. Many members of Gen Z began their careers working from their childhood bedroom in their parents’ home, without the ability to meet their coworkers in person and missing out on opportunities for mentorship from more experienced professionals.
Managers will benefit from taking the time to ask their new employees about their personal experiences during the pandemic. Understanding what someone has been through makes it easier to determine what will inspire and motivate that person at work.
*Chris Westfall is a contributor to Forbes USA. He is the author of books, writes about the importance of communication for leadership and is also a consultant for companies and entrepreneurs, helping to create cultures with better engagement and collaboration.
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