As of Dec. 31, 2023, it was estimated there were 1.6 million Americans who wanted a job but were unable to find one, according to the U.S. Bureau of Labor Statistics (BLS). Breaking that number down further, Generation Z teenagers make up the largest percentage of major unemployed workers, at 11.9%. With the overall unemployment rate at one of its lowest points over the last 20 years, what is keeping teens on the sideline?

Perception Critical

Gen Z workers don’t know how to dress professionally, have unreasonable salary and wage demands, and can’t make eye contact, according to a recent article from Angelica Stabile, with Fox Business, which noted a December 2023 survey of 800 U.S. hiring managers, directors, and executives. But is this true? In the same article, Joe Mull, career expert and author of “Employalty: How to Ignite Commitment and Keep Top Talent in the New Age of Work,” said the narrative is not new.

“The idea that younger workers are less equipped, more entitled or less motivated is generational trope as old as time itself.” He adds, “These unflattering perceptions of the workers coming in behind us are the same perceptions that older workers had about us when we arrived at the workplace.”

The Response

Philosophical differences and access to new technology could be contributing factors to how Gen Z is perceived in the workplace, writes Aimee Pearcy, in a recent Business Insider article. There are many reasons why Gen Z could be approaching work differently, and thus, prompting the perception of laziness.

She notes several main themes, including the following:

• They aren’t fulfilled at work: employers lack of flexibility to allow working from home, post pandemic
• They’re considering new alternative types of work: the traditional 9-to-5 is being viewed as outdated, with the advent of the gig economy and other jobs that new technologies have to offer
• Baby Boomers are staying in the workforce longer: the generational transition of work responsibility seems to be taking a long time, and with more experienced workers remaining in the workforce, employers aren’t moving to mentorships of newer workers quickly enough
• They are prioritizing work/life balance: determining the ROI (return on investment) of 40 hours in an office while being asked to remain on-call during “off” hours has become a determining factor of selecting employment

Be Prepared

As a Gen Z individual, breaking the perception of laziness and pushing through the troupe of unpreparedness, how can you apply to the right positions and ensure you are ready to take that job offer when it’s presented?

On-the-spot job hiring used to be one of several regular methods of employment for companies, and its frequency of use is certainly embellished in modern entertainment. Though it may be considered an outdated norm, some employers today still use it when the need is there.

Local Employer Weighs In

“In cases where a candidate is well-qualified or we urgently need associates, we do consider hiring on the spot,” writes Russ Wilson, Human Resources Manager at Velvet Ice Cream, the 100-year-old company in Utica, in a recent email interview. “We typically conduct two interviews for positions in upper management or similar roles.

“Velvet’s approach to hiring on the spot is driven by the specific needs of the position and the demand at that moment,” Wilson wrote. “It’s advisable for candidates to familiarize themselves with Velvet’s brand, understand the responsibilities of the position they’re applying for.”

J.T. O’Donnell, described as a corporate worker-turned career coach, noted in a recent Kristen Altus Fox Business article, that big job boards – like Indeed or Zip Recruiter – are magnets for job seekers, and the ratio of applicants to hires is low because “everyone else is doing the same thing.” O’Donnell suggests flipping a mindset from job seeker to job shopper, where one trims the field of potential applications down to a manageable number and “shops” vertically in particular industries or businesses. This means focusing on jobs in food service, or administrative work, or a specific type of sales industry rather than a scatter shot of applications to see what resonates.

The key is to highlight strengths effectively and efficiently, which could mean trying to secure an in-person, face-to-face interview or by a resume submission. “We don’t mandate resumes for every position, but we strongly encourage applicants to submit one. A resume helps certain candidates stand out and expedites the hiring process,” Wilson wrote. As with most employers, the entire exercise is about making it easy for the employer and potential employee, designed to be straightforward and accessible.

Wilson also wrote of Velvet’s approach: “Applicants can apply online through our website, Indeed, or social media. They are also welcome to visit our headquarters for in-person applications. We aim to streamline the process, allowing qualified applicants to start promptly within our company.”

Ultimately, the more prepared one is for an interview, the greater the likelihood one could receive the ever-elusive on-the-spot offer.

Time for Action

In June, Jack Kelly, with Forbes, wrote about how to stand out in a job interview. The top takeaway items in his list include the following:

• Do Your Homework – Research the company and be proficient with the job description and requirements and how you fit
• First Impressions Count – Dress appropriately for the interview and be polite
• Small Talk – Listen to the banter and connect with the interviewer through a commonality
• Mirror the Hiring Manager – speak as the interviewer speaks – cadence and tone
• Eyes on the Interviewer – Do not dart your eyes – keep focused (even in virtual interviews)
• Let the Interviewer Know You’re Interested – Managers want someone to hire soon; you’re there for a job – make sure they know it
• Be Authentic – Be comfortable and be yourself – don’t “fake it until you make it”
• Call to Action – Pitch yourself and your qualifications – ask about next steps

Brush up the resume (or start one) and make sure you’ve done your homework before sending in that application or writing that initial email. Doing this will increase the chance that when you walk out the door of that business, you’ll have a job.