According to a 2025-26 hiring benchmark report from Criteria Corp., only 8% of hiring managers believe Gen Z is ready for the workforce. Further, only 24% of Gen Z respondents report feeling ready themselves.
So what skills are often missing when companies say, “The candidate isn’t ready”? And what are some actionable advice for both Gen Z job-seekers and employers for bridging the readiness gap? GOBankingRates chatted with experts to find out.
Missing Skills
Workplace Soft Skills
Because Gen Z wasn’t able to intern during the pandemic, most failed to develop workplace soft skills typically acquired through in-person observation. This includes navigating ambiguity, understanding and adapting to workplace culture and communicating effectively under pressure. According to Jordan Anderson, founder at VA Claims Academy, Gen Z excels at Slack and email, but struggles with face-to-face conversation.
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Initiative
“Too many young employees wait to be told what to do when it comes to identifying problems and solving them,” stated Anderson. And, while that’s not specific to Gen Z as much as it is to young people across time and space, it certainly adds to the difficulty Gen Z is already facing. According to Anderson, employers don’t just hire workers to complete tasks; they’re looking for employees able and willing to eventually carry the weight of an organization.
Dedication
Career coach and advisor at JobLeads, Jan Hendrik von Ahlen, argued that while it’s not necessarily a bad thing that Gen Z workers advocate for themselves, their over-emphasis on work-life balance and questioning traditional norms can prove problematic to organizations looking for employees to be on-call and subservient while still low on the totem pole. But many simply will not trade their well-being or personal identity for a 9-to-5 job. To employers, this often reads as insubordination, entitlement and overall lack of readiness.
How Can Gen Z Get Work-Ready?
Highlight Soft Skills
Because Gen Z lacks the experience of their older peers, it’s typically not technical proficiency that gets them hired. So when it comes to preparing for interviews and designing resumes, co-founder and general manager at OysterLink, Milos Eric, suggested Gen Z highlight experiences that demonstrate responsibility, teamwork and customer service. They should also provide examples where they have changed their approach based on feedback received.
Show, Don’t Tell
During the application process, Von Ahlen encouraged Gen Z to show, not tell. For instance, show a detailed portfolio with demonstrable outcomes, even if this portfolio consists of college work or internships. Throughout the hiring process, communicate transparently and be radically reliable — this includes hitting deadlines, arriving early and responding promptly.
Take Initiative
Understand a company’s mission well enough to make decisions on your own without needing constant direction from others. Come up with new ideas and take ownership of various tasks and projects.
Pursue Tasks to Completion
Gen Z is infamous for short attention spans, which is why Anderson emphasized the importance of being the person who follows through: “Everyone drops the ball sometimes; projects stall out, emails sit around for days and commitments are forgotten by those who made them. If you consistently close the loop, you will exceed 90% of your peers’ performance regardless of what is on your resume.”
Button Up
Senior content manager and hiring manager at Resume Genius, Geoffrey Scott, recalled a Gen Z interviewee who spoke about his ADHD medication during an interview which read a bit intense and unprofessional. “Button it up and play the part millennials and other generations expect interviewees to play,” stated Scott, who explained there’s a difference between changing who you are and understanding time and place. He also recommended dressing the part, keeping your phone off, taking notes and having questions ready.
How Can Employers Help Bridge the Gap?
Articulate Expectations
Lacey Kaelani, CEO at Metaintro, suggested employers build a section on workplace culture and etiquette into their onboarding process so Gen Z employees understand exactly what is expected of them.
Give Frequent Feedback
Particularly in the first 90 days, frequent feedback is essential so Gen Z employees can learn what they are or aren’t doing well, and correct it accordingly.
Give Gen Z Ownership Early
Anderson stated accountability can be the fastest path to growth. Employers should give Gen Z employees small responsibilities early on and let them win or lose on their own merit.
Encourage Shadowing
The best way to teach a young worker what is expected of them is to model the behavior yourself. This is why Eric suggested giving Gen Z the opportunity to shadow more experienced workers for a set period of time as they learn the ropes.
Editor’s note: Workplace readiness data is sourced from Criteria.
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This article originally appeared on GOBankingRates.com: 3 Reasons Younger Generations Aren’t Ready for the Workforce — and the Skills They Need To Get There
