Understanding the Challenges Faced by Gen Z in the Job Market
In recent years, there has been a growing concern among employers about the hiring practices towards Gen Z candidates. Some have admitted to being less likely to hire individuals from this generation when compared to other applicants. This trend is occurring at a time when unemployment rates for young people are on the rise.
The latest data shows that the unemployment rate has increased to 5.2 per cent in the three months ending December 2025, marking the highest level in nearly five years. The jobless rate for those aged 16-24 has also seen a significant increase, reaching 16.1 per cent in the final quarter of last year.
Andrew Hulbert, chair of the Institute of Workplace and Facilities Management, highlighted a concerning trend where some employers are cautious about hiring Gen Z individuals. He pointed out that there are unfair stereotypes surrounding the typical attributes of young people, such as the belief that they do not want to work as hard as older generations or that they prefer to stay home more than twice a week. However, he emphasized that Gen Z brings valuable creativity, AI skills, and automation expertise to the table.
Employers’ Concerns and Experiences
James Buckley-Thorp, founder of Atlian Insurance, shared his insights on the challenges of interviewing Gen Z candidates. He noted a mismatch between expectations and actual output, with many candidates expecting flexibility, high salaries, and rapid progression from day one. James stressed that start-ups require execution rather than just vibes, and he prefers candidates who demonstrate hunger, ownership, and a willingness to take on unglamorous tasks.
He also mentioned that some candidates seem to be applying for a “lifestyle not a job,” often asking about four-day weeks, mental health days, and salary progression before understanding the business. James highlighted the importance of personalizing applications and showing genuine interest in the company.
Simon Lazarus, head of content and PR at Chrono Hunter, discussed the need to streamline candidates with relevant experience in the luxury watch industry or retail market. While Gen Z employees bring digital fluency and adaptability, Simon noted that some candidates lack the necessary work experience or communication styles that align with traditional workplace norms.
Rebecca Hunter, founder of Jolene, shared her cautious approach to hiring Gen Z applicants. She emphasized the importance of attitude and willingness to learn, highlighting that in a start-up environment, no task is beneath anyone.
Addressing Generational Stereotypes
Hannah Salton, a career coach, pointed out that Gen Z often faces negative press regarding work readiness. She suggested that issues such as professional attire, punctuality, and note-taking may stem from a lack of opportunities rather than character flaws. Previous generations had more access to informal work experiences, and Gen Z is trying to catch up.
Salton also noted that Gen Z tends to be self-aware, knowing what they want, value, and are willing to compromise on. Their digital fluency extends beyond software, making them valuable in various industries.
Legal Considerations and Government Initiatives
Under the Equality Act 2010, age is a protected characteristic, and age discrimination is not limited to older workers. Danielle Parsons, employment partner at Irwin Mitchell, warned against damaging stereotypes about younger workers, such as labels like “snowflakes.” She emphasized that hiring decisions should focus on actual skills and qualifications rather than stereotypes.
Danielle also highlighted the increasing confidence among individuals willing to challenge unfair employer practices. Employers should document their decision-making processes carefully to justify them if challenged.
Last week, the Government announced a £1bn plan to create 200,000 new jobs and apprenticeships for young people as youth unemployment continues to grow. The i Paper previously spoke to young 18-year-olds struggling to secure paid full-time work, citing a lack of experience as a major barrier.
