Five Essentials to Cover When Interviewing Gen Z for the Job
Are you hearing what I’m hearing? Hiring managers are encountering some interesting job candidates these days, and the interview process is…well…stranger than it used to be. Often, a candidate has never done a job interview before, or they don’t understand professional conduct, or sometimes they’re just young and nervous. A survey from CareerBuilder and Harris Poll of more than 2,500 human resource managers shared the most memorable job candidate mistakes:
One job candidate sang her responses to the employer’s questions.
Another raised his voice, yelling that the job interview was taking too long.
When asked why he wanted the position, one interviewee replied that his “wife wanted him to get a job.”
Still, another stood up and put her hand on the chest of the employer, saying she wanted to connect “heart to heart.”
Lastly, one candidate did a virtual interview while in the bathroom…and flushed.
While these accounts seem surreal, let me remind you of the current landscape for Generation Z in the job market. First, they feel empowered. When employers laid off thousands of young staff during the pandemic, Zers now wonder why they should display loyalty when those employers didn’t show any loyalty to them. (Gen Z was among the first to be let go.) Second, they feel needed. They come in choosy about entry level jobs and won’t take positions earlier generations of young candidates took. In fact, they often interview the employer, not just vice versa. Call it the “democratization of the workforce.” The ground is more level, and interviews must now uncover characteristics before the recent graduate is hired. Keep in mind—while this is not bad news, it does require us to be savvier, more investigative in these interviews.
Interview to Discover PERKS
First, beware of terms that Gen Xers and boomers use that are a turnoff for Gen Z. It doesn’t mean you must cave to cancel culture—it just means you want to dodge biases that put a wall between you; terms that prevent you both from really getting acquainted. Avoid formal jargon and use conversational language. You’ll want to figure out who they are before you offer a job. Hiring managers report Generation Z often enters a job with demands or expectations that past generations would not have expressed in an interview. Because of this high sense of agency they bring, I recommend you use a template I call: PERKS. It’s an acronym that enables you to discuss important issues up front and discover who they are. Once you cover the basic job description, values and culture, this list offers both you and the candidate a template to share your:
Preferences.
Ask them about what they prefer to be a reality on the job, such as breaks, PTO, community building, policies, etc. These issues are not deal breakers, just ones to know before they begin on the team. Ask them if these opinions are, indeed, preferences, not requirements. This will help you lead them better if they’re hired.
Expectations.
Ask them what they expect at your workplace. Conflict expands based on the distance between expectations and reality. Unmet expectations frequently come from unspoken expectations. Managers who fail to uncover these may later find disgruntled staff who didn’t voice them upfront. Get them out on the table. They’re stronger than preferences.
Requirements.
Gen Z frequently voices demands about the conditions of their job, having little employment experience. Sometimes, these demands are only preferences that are best to distinguish early on. If their demands don’t match your culture or values, it’s good to know before you hire them. It’s best to show them the door and avoid wasted time.
Keys.
Often these issues pop up too late. What are the keys to understanding who they are, and how to help them flourish? I’ve heard comments like, “Well, you need to know I’m not a hugger!” Or, “I’m an introvert and don’t do well in social situations.” Job candidates may clarify traits, qualities, or their “love language” to help you grasp what motivates them.
Salary.
This one is obvious, but as you discover who they are, this is a natural place to discuss compensation requirements or desires. Clearly, this should be an issue they’ve already observed when you posted the job opening, but all too often, an interview becomes a place to discover wants and needs on their part. Clarity is king.
I hear more Human Resource officers complain about miserable Gen Z job interview experiences than any other. Some say it feels like a cross-cultural interaction. This is partly because parents or colleges did not prepare their students for it. It’s also because Gen Zers bring with them their own terms and vernacular. I encourage you to move from interviewer to investigatorto avoid unnecessary surprises.
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