Why Gen Z is getting fired after being hired, according to experts
A NYU professor surveyed 200,000 people and found only 2% of Gen Z share the values most employers are actually hiring for.
The job market for new graduates looks a bit grim right now. According to the Federal Reserve Bank of New York, the unemployment rate for recent college graduates is about 5.6%, which is notably higher than the general population’s rate. Employers are bringing young talent on board only to let them go a few months later, and the root of the problem seems to be a difference between what bosses expect and what Gen Z actually cares about. Suzie Welch, a professor at NYU, recently discussed the challenges young workers face in today’s job market.
The new workforce reality
To grasp the current job situation for new graduates, we first need to look at what’s happening in today’s world. Suzie Welch describes this as a “conveyor belt” that used to carry students with specific degrees straight into entry-level roles. Now, that conveyor belt has slowed down considerably. Many graduates are searching for positions that previous grads would have found easily, but there are fewer open roles because companies are hesitant to hire.
When companies do hire, many young employees are let go within just a few months. According to a survey, 6 in 10 companies fired younger workers shortly after hiring them when they didn’t meet their expectations.
The 2% value gap
The difference between the values is one of the main reasons Gen Z is having a hard time finding jobs. To analyze the situation, Welch created a tool called the “Values Bridge.” She studied 200,000 people to learn about their values and also asked 25,000 hiring managers what they look for in potential employees. The findings were surprising. “Only 2% of Gen Z have the values that hiring managers want and are looking for,” said Welch, which means a staggering 98% lack the values that companies want in their employees.
The disconnect comes down to what each side prioritizes. Hiring managers generally focus on values such as achievement, work-centrism, dedication to work, and scope. However, the top three values for Gen Z are quite different. Welch describes them as, “Number one is what we call… eudaimonia. That’s self-care. It’s the Greek word for flourishing… Their second value is voice, which is authentic self-expression. They want to be themselves at all times… and their number three value is helping others”. Achievements and work-centerism, however, are much less important to Gen Z, ranking 12th and 13th, respectively.
Welch also emphasized that Gen Z should not try to change their values. Instead, she advised that they need to adjust expectations about where those values will take them in the job market. She added that there are consequences for the kinds of jobs they may or may not qualify for based on these values.
The role of AI and remote work
As artificial intelligence (AI) becomes more common, it’s changing the workplace in significant ways. AI can now perform many tasks that entry-level employees used to handle. According to Welch, this poses a major challenge that everyone will face.
At the same time, the rise of remote work is adding to these challenges. In the past, entry-level workers learned valuable soft skills, such as communicating effectively and showing empathy, through daily interactions with colleagues. Simple activities like sharing lunch, noticing when a boss seems upset during a meeting, or chatting over coffee helped employees understand one another better.
However, many young workers today prefer working from home. Welch shared that about 80% of her students want to work remotely. This preference may mean they may miss out on developing important interpersonal skills that can be gained in an office setting.
How companies are hiring and retaining candidates
Some companies are successfully hiring and retaining Gen Z workers by targeting the small percentage of candidates whose values already align with traditional workplace expectations. Firms such as JPMorgan Chase, Goldman Sachs, and Bain & Company are reportedly focused on finding that 2% of young workers who prioritize achievement, competition, and dedication to work. These companies experience fewer value-related conflicts because both employers and employees already share similar expectations.
Many companies are also becoming far more selective during the hiring process. Some firms are even using Welch’s “Values Bridge” assessment to evaluate whether candidates are a good cultural fit before hiring them. Employers are paying closer attention to values during interviews because they believe strong alignment from the start leads to better long-term retention.
How can Gen Z achieve success in today’s job market?
Success today looks quite different for new graduates than it did twenty years ago. Many in Gen Z are seeking more flexibility in their lives and don’t value traditional markers of success, like working long hours or climbing the corporate ladder, as much. Instead of forcing yourself to be happy in a job that you don’t like, it’s better to choose a career that allows for a good balance between work and personal life.
At the same time, many young workers are focusing on self-care and overall well-being while also seeking financial stability. It can be challenging to achieve all of these from one job, so job seekers should figure out how to balance these goals and understand the trade-offs they may face.
In the end, young workers don’t have to change who they are, but it’s important to have realistic expectations and have the right career moat to stay employed in today’s challenging job market.
