Generation Z often faces great overwhelming on the job market. As a result, many members of the generation are transferred to ghosting their potential bosses and sometimes not even appearing in the workplace.
Despite the fact that many young people manage to attract the attention of companies, a special trend seems to be emerging: Despite successful interviews, Gen Z ignores its potential employers afterwards.
This emerges from a survey by the Indeed Group, which was carried out among 1,500 companies and employees in the United Kingdom. According to this, around 75 % of all employees simply ignored their potential employers after a successful application process. In the gen z, however, this trend goes even deeper.
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Gen z uses ghosting as a necessary means
What distinguishes the gen z in your approach? In the gene, around 87 % of the members of the generation stated that they already disappear from the scene without a trace, without ever appearing at work. Despite passing the application process and a signed contract, you would simply leave your potential employers sit.
This practice also appears in all other generations, but not as clear as in this. In addition, according to this survey, this type of ghosting seems to follow a system for young people and pursue a specific goal.
Because around 56 % of the gene Z appealed that they would repeat this procedure just like that. In addition, 32 % of the ghosting surveyed thought before an interview for an acceptable instrument for career planning, while 28 % would even see this procedure as legitimate if there were already attitudes.
Why does the gen z use ghosting? On the one hand, behind it seems to be a measure of “taking control of your own career”. On the other hand, the whole would be seen as a protest against low wages, poor attitudes and lack of transparency on the part of the companies.
A third point would be that this would reduce stress that would prevail anyway when looking for work. In addition, companies would proceed in a similar way and simply ignore potential applicants while they turned out to be the best in their view.
Why is ghosting a problem? The gen z complains that selection and application processes are too non-transparent. Likewise, job offers in the middle of mass layoffs and an excess of overqualified workers are less and less competitive. Ghosting as an adequate feedback on the part of the company in response to an application should also be understood as a demotivating and unlikely as an active rejection.
The gen z is primarily based on open communication, and ghosting by the companies leads to unnecessary stress and maintain the applicants concerned from applying to the same company again. In addition, the selection processes would be more and more difficult and lengthy.
How can the problem be solved? In order to tackle the problem, it is therefore necessary for both employees and companies to reflect on the debate and to see ghosting less than necessary means, but rather resort to open communication.
But companies also often see themselves stressed by the young generation. This even means that one of 5 bosses has already considered to terminate his job: one of 5 bosses has already considered to quit because he was stressed by the gene z