Human resources managers in the United States have serious doubts about Generation Z’s readiness for the job market. Only 8% of recruiters who took part in a survey by the company Criteria believe Gen Z is prepared for the workplace. The survey, which drew responses from more than 350 managers, was published by the business magazine Fortune.
According to a separate survey conducted by Intelligent.com, six in 10 employers say they have already fired Gen Z employees shortly after hiring them. Many said their experiences with young workers have reduced their willingness to hire additional members of the generation, and about 15% said they would no longer hire graduates immediately after they finish their studies.
The research found that 75% of employers rated their experience with Gen Z employees as unsatisfactory. More than half described them as lacking motivation, 39% complained of poor communication skills, and 46% characterized their conduct as unprofessional. Among the complaints cited were a lack of punctuality, difficulty handling pressure and a gap between theoretical knowledge and practical experience.
Career adviser Huy Nguyen of Intelligent.com said the transition from academia to the workforce can sometimes be a shock for young graduates. While they arrive with a theoretical foundation, he said, many lack practical experience and soft skills essential for professional integration, such as interpersonal communication, accepting criticism and managing conflict.
An earlier report from 2025 pointed to changes Gen Z is bringing to office culture in the United States, including shifts in dress codes, such as the introduction of crop tops, pajama pants and miniskirts. Wall Street Journal fashion reporter Lane Florsheim wrote that many Gen Z workers prefer to invest in clothing they can wear in multiple settings, including the workplace, social outings and brunch. Analyst Rachel Goldstein, quoted in the report, said younger workers sometimes struggle to understand the boundaries of professional dress codes.
Not all employers share the criticism. Scott Bradell, CEO of a Dallas-based marketing company, told the New York Post that he does not understand the reservations about the younger generation. Gen Z employees, he said, are looking for meaning and impact, a trait that can be a business advantage. A similar view was voiced by Karla Trotman, an entrepreneur from Pennsylvania, who stressed that adapting working conditions, such as flexible hours and the option to work from home, is especially important for attracting young workers. Without recruiting talent from the new generation, she said, manufacturing companies will struggle to survive.
Nguyen concluded with recommendations for young people: show initiative, ask questions, seek feedback and demonstrate commitment. Meeting deadlines, maintaining a positive attitude and showing a willingness to take on additional tasks can significantly improve young workers’ chances of success in a competitive job market, he said.