What Has Happened to Our Gen Z Talent Pool?

What makes a company stand out from the rest? It’s the leadership and organisational culture, shaped by the people.

I have worked in a few different organisations, and the reasons I left some and chose to stay in others all came down to the people. It’s not just about them. It’s about us, our fit.

Every organisation is unique. We might seek jobs in sectors we are interested or passionate about, or simply because they pay well. There are plenty of entry-level openings in the market, yet why are so many young adults still unemployed? I have talked to several director-level leaders, and the common issue they cite is Gen Z’s attitude problem.

Now, let’s dissect this phenomenon from the employer’s point of view (leader type, not boss type) first.

What matters most to them? Attitude and character, like openness, bravery, and diligence. These foundational qualities can’t be trained. They are programmed into our body, mind, and soul from a young age by parenting and environment.

Personality? It evolves with life experiences.

Skills and knowledge? They can be learned and trained, even faster now with AI’s rise. Or should I say, AI will soon replace them.

Past experience? It matters somewhat, but the world changes too quickly nowadays. No one has it all.

I’m actively involved in hiring at my company. Many candidates quit. The problem isn’t skill competency, it’s cultural fit.

From the employee’s point of view, it looks like this:

“This isn’t what I want.”

“I don’t think this is the organisation for me.”

“I just want to get experience.”

“I don’t understand why you’re asking me to do this.”

So, we often question ourselves:

Are we being too harsh?

Should we lower our standards?
Is finding a loyal employee an unusual thing now?
Is following instruction that hard?

Why is the expectation gap between employers and employees growing wider?

I would say it’s due to liberalism’s growing dominance in today’s society (think: individual feelings are utmost important), pulling us away from socialist or communist ideals (think: the collective good of society comes first).

Consider the social media posts we see everywhere: “If it feels good, then do it.” “You only live once #YOLO.” “Be free-spirited.”

I do a lot of things following my own feelings too. I learned to not compromise my feelings. My friends see me as very free-spirited; I do whatever I want. I explore many places and try all kinds of adventurous activities. They would say, “Jia Xin, you look so happy.” That’s what they see on the surface. But sometimes, I feel like I’m floating on a vast ocean. I don’t feel grounded. And most importantly, I feel lonely.

Contrast that with the 1950s to 1980s, when our parents weren’t taught individualism. They learned to take action for the greater good of family, organisation, and country. And it worked too. They stayed with companies far longer, and divorce rates were much lower too. Loyalty is what they pursued. They didn’t surrender to the company. They grew and adapted with it, as long as their values aligned with the company’s. That takes real effort. I call them the generation of resilience.

But look at today’s talent pool. Resilience is rare. Everyone talks about finding the right fit, not becoming it, because finding sounds easier (the same goes for the dating pool).

Resilience builds through cycles of breakdowns and breakthroughs, recognising that the process makes you a better version of yourself. It’s tough, but once you taste the rewards, you know it’s worth it. Too many young adults give up before that, sidelined by fear and laziness. Is it their fault? No, it’s the education system and technological advancement that has moulded them this way. Communication has become uncommon and human connections are devolving.

How do we break this cycle?

Awareness and a willingness to change. Some live in ignorance. Others know better but let fear override their will. Real change starts with consistent actions, fuelled by discipline and diligence.

Young adulthood is a confusing phase, juggling money, purpose, career, health, and family. Everyone has their own problems. Don’t expect employers to hear your stories. They want results, so push through if this is what you truly want.