Are Gen Z lazy or simply in search of a healthy work-life balance?

The ‘lazy girl jobs’ Tiktok trend has been dividing opinion recently, but the emergence of this term, and its association with undemanding yet well-paid jobs, has resonated deeply for me and I have to say, I think Gen Z have the right idea.

Essentially, young women are prioritising work-life balance and seeking fulfilment outside of traditional career paths. The shift away from hustle culture and the pursuit of "#girlboss" status reflects a desire for a more relaxed and fulfilling existence within the confines of capitalism. “It’s just a job, not a career” - something my aunt would always say to reassure me after the bad early days.?

In the Guardian recently, Daisy Jones indicates that nearly half of Gen Z individuals would leave jobs that don’t offer a hybrid work option. They are not prepared to compromise. Data such as this highlights the need for organisations to adapt their recruitment strategies and cater to the unique wants and needs of this diverse generation.

We have found that involving young professionals in the recruitment process is a powerful way to better understand what they want and the way they think, first-hand, rather than spend thousands on the recruitment process yet struggle to find and retain the right people.?

At Participation People, our team of Young Consultants (young people, paid and trained to advise, scrutinise and challenge business decision-makers) recently supported a leading UK retailer that was struggling to recruit young people in just this way. Our Young Consultants identified that the channels the supermarket was using to advertise roles had little cut-through with Gen Z audiences, and instead, made a recommendation to place job ads in barbershops in local areas. Within days, applications had increased by thousands.?

Businesses looking to recruit and support Gen Z must reach out through the right channels in the right way. By understanding the language and priorities of the target demographic, organisations can tailor their job advertisements and recruitment strategies to resonate with young talent effectively. Honestly, I feel most organisations are far behind the curve, and the current vacancy crisis will only grow unless they learn to listen and catch up. As Forbes reported recently, too many employers are delivering the wrong messages, to the wrong people, at the wrong time.

Gen Z are the first generation to understand that they are interviewing the business as much as the business is interviewing them.?We have found that a collaborative approach that invites young people into the conversation from the start is valuable for both the young people and businesses that take part. Young people add a fresh perspective and offer valuable youth insight. In return, businesses and organisations help them understand what jobs look like behind the scenes and help them build a picture of what will work for them in future.?

I wish I had had access to programmes like this when I was a young professional. I know I would have learned so much, much more quickly than the countless CV workshops or job fairs I went to. Watching how it works behind the “recruitment scenes” would have supported me to see the mistakes and faux pas often made by young candidates, which I would have used to enhance my own application and interview practice, saving time so I could have both the job and lifestyle I wanted, perhaps creating better boundaries and lifestyle patterns earlier on in my career. Much like many in my generation, the reality for me was 15 years of climbing up that career ladder, 100% competitive and highly driven, often sacrificing my well-being and time with loved ones.??

In my conversations with clients now, I recommend involving Gen Z from the early stages of the selection process, seeking their input on various aspects such as job descriptions, the job advert,?training, and workplace culture, to help better align organisations with the expectations of young people. They are your next generation of employees and customers, and you need to engage with them now on terms that work for them.

More broadly, I also encourage businesses to foster a culture of continuous learning within the workplace. Failure is not to be shamed or feared, but proactively encouraged, learning reflected on, and processes set up to celebrate the small wins. This will help young professionals thrive in the workplace at a pace that works for them, within a space and an environment unfamiliar to them. Imagine finding joy both at home and in the workplace in equal measure. Sign me up!?

As CEO of a small organisation, working alongside Gen Z and Gen Alpha, we are on a continuous path to support young people to the lives they want, and enable businesses and brands to listen and adapt to this digitally savvy, wellbeing-centred generation.?

I look forward to witnessing the positive impact this has on fostering a world where young people have more of a say in their futures and also their present.

#WorkplaceLearning #GenZ #LazyGirlJobs #TikTokTrends #Recruitment #RecruitingGenZ