Are you a recent graduate looking for a job? A new survey suggests that hiring managers remain skeptical about your preparedness.
A recent survey from Intelligent.com reveals that 24% of hiring managers believe recent college graduates are unprepared for the workforce, while 33% cite a lack of work ethic. Even more concerning, 1 in 8 managers plan to avoid hiring new graduates entirely in 2025.
Navigating the workforce as a young Black professional comes with unique hurdles. The rollback of Diversity, Equity and Inclusion (DEI) initiatives, coupled with preconceived notions about Gen Z’s work ethic, puts many recent Black graduates at a disadvantage.
“I’ve seen firsthand how Gen Z employees often enter workplaces that are not designed to support their growth,” says Christy Ikonne, a Houston HR professional with over a decade of experience. “Many hiring managers already have biases about their generation, and when you add race into the equation, it makes career advancement even tougher.”
The World Economic Forum predicted that GenZers will make up nearly 30% of the labor force by 2025, leading to significant workplace changes. They demand flexible, remote work, a higher quality of life, mental health priority and a company with similar values in ethics, social causes, and diversity, equity and inclusion (DE&I).
Ikonne says that many young professionals require these priorities, which sometimes clash with traditional corporate expectations.
“The older generation of managers expects a ‘grind’ mentality, but Gen Z is focused on maintaining a balance. That doesn’t mean they lack work ethic—it means they’re redefining it,” she said. “They understand their value and are willing to work smarter and not harder like generations before them.”
The survey also shows other findings that prevent young people from being hired. 24% of hiring managers believe recent graduates are unprepared for interviews. Common complaints include poor eye contact (47%), inappropriate dress (42%), and unrealistic salary expectations (38%). For Black Gen Z professionals, navigating these expectations can be particularly challenging.
Shauna Shepherd, Human Resources and Civil Service Director for the City of Missouri City says young professionals need to show up prepared. “Gen Z strongly emphasizes meaningful work and work-life balance, which is great,” Shepherd says. “However, they also need to be adaptable to different work environments, whether that’s remote, hybrid, or in-office.”
She says some young professionals struggle with separating casual conversation from workplace communication, especially emails and discussions. It should be clear, professional, and free of slang and unnecessary acronyms.
While much of the focus is on what young professionals can do to improve, hiring managers also should consider reassessing their approach.
“Companies that fail to adapt will struggle to attract top talent,” says Shepherd. “The workforce is changing, and organizations that embrace these shifts will ultimately benefit from a more engaged and dynamic talent pool. I like this generation. They think forward, and companies can’t afford to be behind.”
How young professionals can succeed
Carolyn Davis, Director of Career Services at Prairie View A&M University, says that higher education must align with workforce expectations to better prepare students.
“The purpose of education has historically been viewed differently by employers, parents, and academia,” Davis explains. “To bridge this gap, we must integrate career preparedness into every aspect of campus life.”
One key solution Davis highlights is strengthening soft skills.
“Students must learn to communicate effectively—whether it’s how they email professors, how they present themselves in interviews, or how they advocate for their careers,” she says. “At Prairie View, we’ve embedded professional development activities into our curriculum, like dress-for-success days and career coaching, to ensure students are workforce-ready.”
Davis also says the adaptability will give students a leg up.
“Students entering the workforce should approach their roles with a ‘sponge’ mentality—ready to absorb information, ask the right questions, and continuously improve,” she advises. “Being proactive, professional and willing to learn will set them apart.”
She encourages students to seek mentorship, utilize career services, and pursue micro-credentials to enhance their marketability.
“A certification or specialized skill can make a candidate stand out and create job security,” Davis says. “Employers value candidates who take initiative in their professional development.”
