The five big mistakes Gen Z are making in every workplace
Every month, recruiter Sarah Skelton personally interviews more than 100 Gen Z candidates for roles in sales, business development and account management. While many candidates are enthusiastic, intelligent and articulate, she also sees daily examples of careless mistakes that could be avoided. “Gen Z gets really bad press, but when I look at some of them, what they’ve achieved compared to what I’d achieved by that age is staggering,” says Skelton, co-founder and CEO of recruitment company Flourish. “They’re really tech savvy, entrepreneurial, and not scared to ask for the things they want. But there’s just a bit of naivety that they need some support with. And being in your 20s today isn’t the same as being that age 10 or 20 years ago. For example, my early career was spent in an office in London wearing suits and heels. Gen Z has grown up through Covid when everyone was on video calls wearing slippers and tracksuit bottoms. Things are changing again and no one has told them any different.” Based on what Sarah has observed in her interviews with Gen Z candidates, here are the five most common mistakes she’s seen them make.
Bigging up their side hustles
“The biggest thing I see is that Gen Z really loves talking about that wonderful, entrepreneurial side hustle that they launched during Covid. But then when an employer says, ‘So what’s your plan with that if you get the role’, they go, ‘Oh, yeah, I can do both – I’ll do my side hustle in the evening’,” says Skelton. “If you talk too much about your side hustle, employers worry about your commitment and focus – and whether you’re going to disappear once you’ve got a bit of experience. The reality is, if somebody is offering you a paid, permanent role, they want you to be focused on that, not on anything else.” Gen Z candidates, she adds, have a strong belief in their right to a good work-life balance, and that they should be able to have both a full-time role and a side hustle. Sarah advises that the key lies in how candidates frame what they’ve learnt from their entrepreneurial venture – but that they should ultimately express their commitment to the role being discussed. “You can be really proud of your achievements and use it to demonstrate that you’re business savvy and have a great work ethic,” says Skelton. “It’s about knowing to say, ‘I’m going to take what I’ve learned and transfer it into your business’, rather than, ‘I’m going to keep doing it, whilst also taking the salary and working for you.’ They need to position it as, what they’ve achieved is great, but this is not something they’re going to continue with, which is why they are wanting this permanent job.” (Photo: Pojcheewin Yaprasert/Getty)
Taking AI too far
Skelton recently ran an interview day with an employer with the aim of filling several roles, when, bizarrely, the same question started cropping up from the interviewees. It was identical down to the exact wording of the question. Sarah says she was baffled, and the employer questioned whether she had been prepping the candidates to ask that question – which she hadn’t. It turns out the interviewees had prepped by asking ChatGPT for suggestions of questions to ask – and it had fed them all the same one. “They were taking the question verbatim, and maybe assuming that others weren’t doing the same when they all were,” she says. “It’s okay to use AI, but you need to be authentic and you need to personalise. Sometimes what we see at the application stage is way too generic because people are over-relying on AI.” With AI making it easier for people to complete applications more quickly, Sarah adds that Gen Z candidates seem to be “taking a scattergun approach” and applying to any available role. But rather than increase your chances of getting an interview, this could actually have the opposite effect, Skelton warns. “What they perhaps haven’t learned the art of is, when you’re applying for a role in a particular field, focusing your application towards that field. There’s a lot of talk about big firms not hiring as many graduates now, and unemployment in that space is high, so I think there is a bit of desperation and feeling the need to just fire off applications,” she says. “But what people don’t realise is, if it’s too generic, it can almost automatically rule you out of some companies’ recruitment processes. Sometimes they’re not thinking that employers are going to look at them on social media, so if their LinkedIn profile says they are looking for a career in chemical engineering, then they’ve just sent off an application for a marketing role, that doesn’t tally up.” (Photo: Dado Ruvic/Reuters)
Not asking the right questions
Another common Gen Z trait that can put off employers is asking the wrong questions at the wrong time, says Skelton. Getting too hung up on logistical questions, like how much holiday is on offer, what’s the work-life balance like, and whether you can work from the overseas office, can put employers off, especially when these are posed early on in the interview process. “If you ask too many of these questions too soon, an employer will think you don’t want to work hard, and that all you care about are your holidays. It sends out the wrong message,” says Skelton. “We know Gen Z knows what they want and they’re not afraid to leave if they’re not happy, but you’ve still got to get your foot in the door somewhere. You’re better off getting an offer, then deciding it’s not for you, than not getting an offer because you’ve gone too far down the rabbit hole with all those questions.” (Photo: Shutterstock)
Using inappropriate language
Swear words, terms like “bro” and “mate”, and ending a presentation with two peace signs are all things Skelton has encountered in recent Gen Z interviews. People chewing gum is also a common occurrence. “They’re trying to be interpersonal, and as I’m dealing with candidates for sales roles, there is that element of people being extroverted and wanting to demonstrate it. For example, someone will be animatedly talking and drop an ‘F’ word” she says. One or two clients in 100 may be fine with it, but I would say on the whole, employers are not cool with any overfamiliarity or relaxed language – especially not swearing, or chewing gum.” (Photo: Jamie Grill/Getty)
Getting the dress code wrong
Around 10 per cent of Gen Z candidates turn up to interviews dressed far too casually, Skelton estimates. They’ve not only been influenced by the casual dressing that was prominent during Covid, but have also been misled by the tech industry leaders they see in the media wearing hoodies, jeans and trainers. While Sarah says she’s mindful that not everyone can afford a whole business wardrobe, she believes turning up in jeans and trainers is going to turn 99 per cent of employers off. “You want to dress up rather than dress down, even if it’s not required. When employers or recruiters use the term ‘smart casual’ it can be confusing, but I would always go more smart. No one’s not going to offer you a job because you’re too smart, but if you’re too casual, they might think that you’ve not made the effort. Unfortunately, employers still do judge on appearance.” (Photo: JulPo/Getty/E+)
