According to the U.S. Bureau of Labor Statistics, Gen Z will make up about 30% of the U.S. workforce by 2030, many of them being recent college graduates. Currently, Gen Z workers represent nearly a fifth of the labor force, but a recent survey revealed that 1 in 8 recruiters will avoid hiring recent college graduates in 2025.
But why the hesitation? These candidates are often overlooked due to outdated biases, when in reality they are proven to be dedicated and driven workers. This issue is further expanded when a separate survey conducted by LinkedIn found that 69% of hiring managers are struggling to find qualified candidates.
It is time for HR leaders to rethink their approach and consider the underdogs of the application pool.
This HR 411 article will cover…
- Why are hiring managers so hesitant
- Why hiring new graduates is a smart move
What’s Concerning Recruiters
Hiring managers are hesitant to hire Gen Z graduates due to many concerns relating to a lack of work ethic, training, and preparedness.
In Intelligent’s 2025 survey, 33% of hiring managers said recent grads lack a strong work ethic, and 24% believe they’re unprepared for the workforce altogether. These concerns often trace back to a perceived lack of soft skills that many higher education institutions fail to emphasize. It is evident that these statistics reveal a growing disconnect between employer expectations and the readiness of graduates.
Hiring managers also report concerns over high training costs and lack of experience in professional settings. Outside of work-related concerns, recruiters’ bias of Gen Z expands into the hiring process as seen in Intelligent’s survey. 29% of the hiring managers surveyed believe Gen Z employees are too entitled. Additionally, 27% say they are easily offended, and 25% think they don’t respond well to feedback.
Intelligent’s Chief Education and Career Development Advisor, Huy Nguyen, says hiring managers to adopt more proactive approaches to identifying promising candidates rather than avoiding them due to stereotypes and biases.
“It’s important to find individuals who’ve demonstrated motivation, adaptability, and growth potential. Specific skills and processes can be easily taught to someone who is motivated and has the right attitude,” Nguyen said.
Nguyen recommends HR leaders and hiring managers implement more behavioral interview techniques to better assess a candidate’s past experiences and skills as a way to narrow down qualified candidates.
Want to learn more about behavioral interview techniques? Check out this article on 30 behavioral interview questions to assess soft skills.
Why It’s a Smart Move
Outdated biases are hindering the hiring process when it comes to Gen Z college graduates when they could actually be the perfect candidate.
Hiring for potential rather than experience can benefit both Gen Z graduates and HR leaders. Investing in early talent has proven increased ROI, employee retention rates, and improved company morale.
Still not convinced? Here are five advantages of hiring a recent college graduate to work for your organization:
- They have a strong motivation for growth. These young professionals are motivated for growth and are eager to jump into their careers and learn the tricks of the trade. This is not only great for building company morale, but it can also lead them to be more proactive in learning and taking on new projects.
- They have up-to-date skills. Thanks to their education, these candidates are already up to date on the current trends and technology in their field so it would take less time to introduce them to a company’s current operating system. Careerbuilder.com echos this statement saying, “college graduates have diverse skills and knowledge and bring new perspectives and approaches to problems, which can help you expand your business and make your teams more well-rounded.”
- They are cheaper to hire and add diversity. They are best suited for entry-level positions where they can grow into the job and drive innovation from there. One recent study by Handshake found that companies could save up to 50% by hiring early talent instead of candidates with 3-5 years of experience.
- They are easily trained. Another advantage is that Gen Z graduates are quick to adapt to changes and are often fast learners. This allows for new trainees to be easily molded into great employees.
- They provide fresh thinking. Along with being easy to train, recent graduates aren’t burdened by “we’ve always done it this way” thinking. This means they can question ineffective processes others accept as normal and even use creative thinking from coursework that haven’t been tried yet in the workplace.
Hiring recent grads isn’t about settling for less experience. Instead, it’s about investing in future leaders and dedicated employees. When paired with thoughtful onboarding and mentoring, their presence can infuse your organization with agility, creativity, and sustainable talent growth. You just need to give them a shot.
Sources: Handshake, LinkedIn, Intelligent
