Are GenZ Hires Truly a Lost Cause? Bridging the Gap Between Companies and College Graduates | Part 1

By Alayna Thomas, MS, PHR

According to a recent Intelligent.com article (September 2024), “1 in 6 companies are hesitant to hire recent college graduates.” Even more concerning, “3 in 4 companies report issues with recent grad hires.” The most frequently cited reasons? A lack of motivation or initiative (50%), poor communication skills (39%), and a lack of professionalism (46%).

Unfortunately, these issues don’t appear out of nowhere—they reflect a system that isn’t working well for anyone.

I teach HR fundamentals to undergraduate business students, and I see this disconnect firsthand. My students come to office hours seeking career advice—how to land interviews, how to perfect their resumes, and how to navigate a competitive job market. They graduate with polished resumes, practiced interview skills, and professional networking experience. By all accounts, they should be ideal candidates.

Yet, many of these talented students are ghosted by companies or, if they’re lucky, receive a rejection email citing the ever-frustrating reason: “We went with a candidate who has more experience.”

As a professor and advisor, I am frustrated on their behalf. How are recent graduates supposed to gain experience if entry-level jobs now require one to three years of it? Of course, there will always be someone with more experience—someone who worked while these students were earning their degrees.

This is why many universities, including my own, now require business students to complete internships before graduating. But even this isn’t a perfect solution. Many students don’t have the time or resources to complete an internship while managing caregiving responsibilities, campus activities, and maintaining a desirable GPA.

The reality is this: there’s a gap between what companies expect from new hires and what today’s graduates can realistically provide.

Why Managers Are Hesitant

From the employer’s perspective, it’s easy to see why managers might hesitate to hire recent grads. Over the past few years, the scope of managers’ responsibilities has expanded dramatically. Their job descriptions still include “hire and develop new staff,” but with turnover on the rise, what used to take 10-15% of their time now consumes 30% or more.

This “scope creep” leaves managers stretched thin, with little time to coach and train new hires. Leaders are already juggling daily tasks, larger strategic initiatives, and the relentless demands of turnover. Asking them to take on the additional responsibility of guiding employees who need extra support can feel overwhelming—if not impossible.

Breaking Down the Disconnect

The Intelligent.com data highlights three main challenges employers face with recent grads:

1. Lack of motivation: It’s easy to write off young workers as unmotivated, but motivation often thrives in environments where there’s clarity, purpose, and connection. Many GenZ workers entered the workforce during or after the pandemic, when traditional career paths became less clear. Are organizations providing the structure and purpose that fosters motivation?
2. Poor communication skills: Communication norms aren’t universal—they’re shaped by context and culture. Many new hires have grown up communicating via text messages, emojis, and short emails. What’s considered “effective” or “professional” communication isn’t always intuitive. Have you clearly communicated expectations, or are you assuming new hires should already know what’s required?
3. Unprofessional behavior: Professionalism is subjective and shaped by one’s experiences. What’s considered professional in a retail job, for example, might not translate directly to a corporate office. If your expectations haven’t been explicitly shared, how can you hold someone accountable for not meeting them?

These concerns aren’t unique to GenZ. Leaders have voiced similar frustrations with every new generation entering the workforce. Before jumping to conclusions, it’s worth asking whether expectations have been clearly set—or whether the gap lies in how those expectations are communicated.

A Workforce in Transition

As of August 2024, GenZ officially outnumbers Baby Boomers in the workforce. Yet, much of today’s workplace culture still reflects norms established by older generations. GenZ employees bring different lived experiences, opinions, and priorities to the workplace.

This isn’t inherently a bad thing—it’s just different. One size no longer fits all. Operating the way we always have doesn’t create a mutually beneficial relationship for a workforce that’s now over 67% Millennial and GenZ.

Moving Forward: Bridging the Gap

The solution isn’t about assigning blame. It’s about bridging the gap between employer expectations and new-hire realities. Here’s how we can move forward:

1. Set clear expectations. Make the unwritten rules of communication and professionalism explicit—and explain why they matter.
2. Provide consistent feedback. Young workers can’t improve if they don’t know what they’re doing wrong.
3. Redefine entry-level roles. If your “entry-level” jobs require years of experience, it’s time to reassess those expectations.
4. Support managers. Leaders need the time and resources to train and develop their teams. Without support, they can’t guide new hires effectively.

We understand—workforce leaders need employees who can deliver results with minimal oversight. But it’s worth remembering that no one starts their career knowing everything. At some point, someone took the time to teach you the skills and expectations that set you up for success. Now it’s your turn to invest in the next generation and guide them as they grow into capable, confident professionals.

GenZ is the future of the workforce. They bring fresh ideas, perspectives, and energy. If we’re willing to adapt and support them, they’ll be ready to drive our organizations forward.

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