INTERVIEW: Addressing the Gen Z career crisis

Technical mistakes include spelling errors in CVs, not adding enough keywords to pass algorithmic screening, and grammatical mistakes. Soft skill mistakes include failing to impress during interviews by not doing sufficient research about the company.  

For example, when I was executive producer at The Economist’s film unit, many of the candidates I interviewed had never even watched any of our content. Research is key, but so too is enthusiasm, a sharp appearance, eye contact and if you can smile and be authentic you massively increase your chances. 

Do you think the education system is adequately preparing young people for the realities of the workforce? What changes would you like to see?   

The education system is clearly outdated and desperately needs disruption. We have a Victorian education system that isn’t keeping up with rapid technological changes. Parents often want to see the same education they experienced, which makes disruption difficult. The current system fails to measure and enhance crucial skills beyond academic intelligence.  

We need to start measuring leadership, team performance, emotional and social intelligence, and neurodiversity. Currently, students leave with just a letter or number grade, which doesn’t reflect their full potential. The education system should provide a breakdown of academic grades, how their brain works, and their social and emotional capabilities. At present, we’re measuring only one small form of intelligence when employers are looking for so much more. 

What role should the Government and employers play in tackling youth unemployment, and what actions could make the biggest difference right now?   

The Government needs to be bold and think outside the box about educational reform. There’s a societal time bomb brewing because children aren’t being prepared for the workplace or for life. Whilst funding challenges exist; there’s a critical need to address these growing issues. Charities are doing brilliant work, but the scale of the problem requires Government intervention.  

The current situation risks creating a generation of long-term unemployed individuals, which will cause much greater societal problems. Employers, meanwhile, need to adapt to understanding and working with Gen Z’s different expectations and work styles. 

For young people who are feeling discouraged by repeated rejections or lack of opportunities, what advice do you have to help them stay motivated and resilient?   

The key message is: you are not alone. There is help available. While rejection can feel overwhelming, young people should understand that support exists. This is precisely why organisations like LFG have been created – to bridge the gap between learning and earning. Young people should celebrate their hobbies and passions, as these often provide the most valuable transferable skills.  

Many young people hide skills from outside the classroom, but these are exactly what employers want to hear about. Whether it’s running a YouTube channel, being a sports coach, or volunteering, these experiences demonstrate leadership, creativity, and commitment. 

Looking forward, what skills or mindsets do you believe will be most valuable for Gen Z as they navigate an ever-changing job landscape?   

The most valuable skills will be adaptability and technological fluency. Gen Z needs to understand how to use AI effectively as a tool, not just as a replacement. They should focus on developing strong networking skills, understanding their personal values, and being able to articulate their unique strengths.  

The ability to learn quickly, adapt to new technologies, and leverage their network will be crucial. Young people should be proud of their diverse skills and experiences and learn to present these confidently. The key is to stand out by thinking differently and showcasing their unique capabilities beyond traditional academic achievements.