Hiring managers don't want to hire GenZ, but businesses have no choice but to adapt

A recent survey by Resume Builder reveals that a significant portion of hiring managers hold biases against both Generation Z and older candidates. The study found that 36% of hiring managers are biased against Gen Z applicants, citing concerns about lack of experience, job-hopping tendencies, and questionable work ethic.

Similarly, 34% expressed reservations about hiring candidates over 60, fearing imminent retirement, potential health issues, and insufficient technology skills. Beyond being impractical, such sentiments run the risk of ageism lawsuits coming from the litigious generation.

Despite these biases, businesses cannot afford to ignore the growing presence of Gen Z in the workforce. As the youngest generation begins to outnumber Baby Boomers, companies must find ways to attract and retain these purpose-driven employees. According to a recentMetLife report, Gen Z workers are the least happy at work, with only 61% feeling fulfilled, compared to higher percentages among older generations.

To bridge this gap and tap into the potential of Gen Z talent, employers must adapt their strategies to align with the generation's values and expectations. This may involve offering flexible work arrangements, as the MetLife report found that employees with hybrid or remote work options feel more purposeful in their roles. Additionally, fostering trust and transparency between management and employees is crucial, as Gen Z workers currently report lower levels of trust in their employers compared to other generations.

As Gen Z continues to shape the future of the workforce, businesses that fail to recognize and harness the strengths of this generation risk falling behind. By creating a workplace culture that prioritizes purpose, flexibility, and trust, companies can attract and retain top Gen Z talent, positioning themselves for long-term success. While age biases persist among some hiring managers, adapting to the needs and expectations of this generation is not just a choice, but a necessity for businesses to thrive in the years to come.