Employers Report Reluctance to Hire Generation Z Candidates due to Perceived Lack of Interpersonal Skills—Poll Results Showcase
Young grads from the current generation facing employment struggles are encountering a tough climb in the workforce. A recent survey revealed that over a fourth of top executives refuse to consider hiring fresh graduates nowadays. The reason isn't due to lack of expertise in job responsibilities. Instead, managers pointed out a significant deficiency in Gen-Z workers - soft skills, commonly referred to as "people skills." These include communication, conflict resolution, creativity, problem-solving, teamwork, adaptability, and more. These skills are often learned through practical experiences rather than taught in classrooms, and they play a crucial role in professional growth.
The lack of soft skills among young workers is causing businesses to hire fewer college graduates, which is triggering ripple effects across the broader workforce. According to Strada Institute for the Future of Work and Burning Glass Institute's "Talent Disrupted" report, over half of recent college graduates face underemployment a year after graduation. The deficiency in soft skills is also putting additional pressure on managers who are already struggling following corporate layoffs at the mid-management level. Intelligent.com's recent research indicates that one-fifth of managers are contemplating quitting due to the stress of managing Gen-Z employees, and 75% of managers claim they need more time and resources than their peers from other generations.
Social seclusion during the pandemic has been identified as the primary reason young workers feel unprepared for the workplace. A Gartner report revealed that 46% of Gen-Z employees believe the pandemic made achieving their educational and professional goals more challenging. With most Gen-Z students attending school remotely, they missed out on gaining essential soft skills like negotiating, networking, public speaking, and the ability to sustain extended focus in a collaborative, in-person environment.
While technical abilities are indispensable for executing tasks in any job, soft skills are equally vital for career success. Even if younger workers are proficient in coding or product development, their lack of interpersonal skills might hinder their ability to collaborate effectively with colleagues and project teams.
Regardless of the industry, opting for younger candidates' applications can seem tempting in the short term, but it is detrimental to the long-term performance of businesses. Ignoring Gen-Z talent and refusing to cultivate it is not a viable strategy. It also means overlooking a highly adaptive, innovative, tech-savvy, diverse talent pool with fresh perspectives.
Ignoring the development of Gen-Z's professional skills is a costly mistake that organizations will eventually pay for. Rather than dismissing young talent outright, organizations should invest in soft skill training programs. According to a survey conducted by ResumeBuilder, 45% of companies have introduced specialized classes to help Gen-Z employees improve their soft skills. Nearly two-thirds of those companies reported the classes to be highly successful.
Soft skill training should begin prior to college graduation. A report from education experts at the Learning Policy Institute stresses that schools should emphasize softer skills, in addition to standard curriculums. Subject-matter knowledge alone is insufficient, and the report recommends that educational programs should also prioritize critical thinking, problem-solving, collaboration, communication, self-directed learning, and effective work attitudes. Furthermore, the report highlights that effective learning is dependent on positive relationships and supportive environments.
Both in and out of the classroom, professional development is essential for enabling students to acquire practical experience outside of the classroom and to sharpen vital soft skills they'll rely on throughout their careers. Schools are incorporating programs that help students develop problem-solving, communication, collaboration, time management, and leadership skills. For instance, Belmont University in Nashville, Tennessee, hosts a "Business Power Skills Conference" that teaches students communication and leadership abilities. While programs like these are a good start, it's clear that businesses need to do their part in investing in Gen-Z employees as well.
Businesses cannot expect Gen-Z graduates to perform effectively without the opportunity to develop critical interpersonal skills. Inadequacy in soft skills is not the fault of young workers, and it's the responsibility of those in charge of their professional growth to address it. Companies should consider implementing workplace programs, mentorship, and onboarding training that foster and improve soft skills. The business world needs Gen-Z talent, but to make the most of it, business leaders must be willing to invest in nurturing it.
- The refusal to consider hiring college graduates by some top executives is leading to fewer entry-level positions for the next generation, causing a ripple effect in the workforce.
- The lack of soft skills among Gen Z workers, such as communication and problem-solving, is placing additional pressure on middle management, leading to thoughts of quitting among managers.
- To counteract this issue, many companies are investing in soft skill training programs for Gen Z employees, with nearly two-thirds reporting success in these classes.
- Schools are also emphasizing the importance of soft skills in addition to academic knowledge, aiming to develop critical thinking, problem-solving, communication, and other essential interpersonal skills in students.
- Companies must realize that Gen Z talent is valuable and invest in nurturing it through workplace programs, mentorship, and onboarding training to help young workers develop their soft skills effectively.
