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- A significant percentage of Gen Z faces hiring biases, with 36% citing age discrimination in recent studies.
- The impact of AI, diverse career paths, and prevalent stereotypes may contribute to skepticism towards young applicants.
- Industry leaders encourage younger candidates to emphasize their skills and resilience in the face of setbacks.
While starting a career can pose hurdles for anyone, individuals from Generation Z particularly sense discrimination often linked to their youthfulness.
A recently conducted survey by Resume Builder indicates that more than one-third (36%) of hiring managers have exhibited biases against candidates from this generation. This sentiment is echoed in research from Applied, which focuses on inclusive recruitment solutions; it revealed that among 2,000 UK respondents, nearly 36% within Zoomer demographics believed they had faced hiring prejudice.
The findings shared with Business Insider highlighted that youth was perceived as the primary reason for such bias—21% of those aged 16-24 identified age as a significant factor. This perception overshadowed other considerations like ethnicity (19%) and gender (15%).
The Role of AI in Recruitment Bias
Khyati Sundaram, CEO at Applied, discusses potential contributors behind this negative outlook towards young professionals.
One major factor is the rise of artificial intelligence tools utilized by applicants when crafting resumes and cover letters. Sundaram notes that recruiters are becoming increasingly “hyperaware,” resulting in skepticism about submissions appearing formulaic or uninspired due to over-reliance on AI assistance like ChatGPT.
“We’re witnessing an uptick where generic applications raise alarms among recruiters,” she pointed out. Moreover, many members of Gen Z embrace “portfolio careers”—a pattern marked by juggling multiple projects simultaneously or having apparent gaps between jobs—which can be viewed unfavorably by traditional employers not familiar with this model.
Sundaram elaborates: “For older generations who have consistently stuck to one or two roles throughout their careers, seeing a resume that lists four jobs across four years could seem bizarre.” However, she stresses such varied experiences do not inherently denote unsuitable candidates but rather highlight an evolving work landscape influenced by generational differences.”
Challenging Stereotypes That Hinder Progress
This generational group often combats certain stereotypes associated with them—some merit-based while others lack substance. For instance, there’s been commentary regarding unusual interview behaviors ranging from attending calls while being at social venues to donning casual home attire during video conferences.
Nonetheless, it’s essential to recognize these perceptions stem partly from broader cultural shifts promoting work-life balance—a concept championed heavily by those within Generation Z. The term “lazy-girl job,” initially popularized by a creator belonging to this cohort is emblematic of their unique approach toward employment.
Moreover — it’s noteworthy that many Gen Zers exhibit proclivities toward job-hopping and even retracting accepted offers; practices typically unwelcome amongst recruiters striving for consistency but reflective too of changing workforce values—and these oversimplified narratives about the generation ultimately hinder understanding rather than help it.
Strategies for Standing Out Amid Biases
Sundaram affirms: For young professionals wrestling against perceived discrimination based on age criteria—you should prioritize highlighting your capabilities explicitly matched to job descriptions while illustrating how you’ve successfully tackled relevant challenges previously encountered.
An important statistic:A survey highlighted findings showing that out of the 36% who confessed biases against younger workers nearly three-quarters attributed concerns back down related experience deficits.
"Use concrete examples showcasing any past problem-solving initiatives undertaken directly linked with essential qualifications sought after locally instead diverting into personal narratives or unrelated interests," Sundaram advised.
Personalization Counts:The temptation may arise when applying universally through copied cover letters—but tailoring each submission correlates strongly with future dividends according also heightened chance successes!
""Do not undervalue transferable skills stemming outside areas closely resembling prior experience nor degrees achieved—it commonly serves as better predictors reflecting actual aptitude towards mastering new roles!"
Courage Amidst Rejection:The inevitable rejections shouldn’t dismay prospects either since learning through such experiences might guide fresh opportunities aligned perfectly elsewhere.<br>
"I myself faced hundreds upon hundreds before securing my current position leading Applied—which further enabled advancement toward assuming CEO responsibilities later!
Read the original article on Business Insider
