Gen Z vs. The Job Market: We’re Tired

Gen Z is stepping into one of the harshest job markets in recent history. Entry level roles are disappearing, expectations are rising, and according to Fortune, the unemployment rate for Gen Z ages 16 to 24 sits at 10.5 percent, more than double the national average. Nearly 58 percent of recent graduates are still searching for full time work. Amid all of this, what feels most missing is basic humanity in how young people are treated throughout the hiring process.

What often goes unspoken is how draining the job search truly is. Hours spent scrolling job boards, tailoring cover letters, sending dozens of applications, cold emailing, and researching companies quickly becomes a full time job in itself. The emotional toll builds even more once applicants make it to several rounds of interviews. They prepare, hope, and sometimes even bond with interviewers, only to receive a short automated rejection with no explanation. After weeks or months of investing in a role, applicants are sent a quick message that provides no closure or feedback. It is this cycle that makes the process feel dehumanizing, like shouting into a void.

To better understand how this affects Gen Z, I asked current job seekers whether they wished companies would share the real reason they were rejected. Ninety-eight percent said yes, and only two percent said no.

Many explained that constructive feedback would help them grow. One person shared that companies often require three to four interviews, and the least they could offer at the end is guidance. Another said they simply want to understand what skills they are missing or need to develop. Without any insight, candidates are forced to start over repeatedly with no direction, creating a sense of confusion and discouragement.

Another challenge shaping the job search is the increased use of AI in hiring, especially in applicant tracking systems that scan and filter resumes before a human ever sees them. A recent Resume Builder survey found that 51 percent of companies already use AI in hiring, and that number is expected to reach 68 percent by the end of 2025.

For Gen Z, this adds another layer of frustration. When asked if they found it frustrating that a resume must be compatible with a system instead of a human, 100 percent said yes. Not a single respondent said no. As one person put it, AI cannot interpret personality. Another explained that AI cannot understand accomplishments or transferable skills. Many applicants now feel pressured to use AI tools to rewrite their resumes not because it represents who they are, but because they fear being automatically filtered out.

The broader truth is that AI cannot interpret nuance, potential, or emotional intelligence. Companies often depend on these tools to manage large applicant pools, but in doing so they risk overlooking people who could be strong culture add candidates. Humans are not keyword collections. Behind every resume is a person with a story, someone who worked hard for their experience and deserves to be considered fairly.

It is important to acknowledge that employers also face challenges. Many companies avoid giving feedback to rejected candidates because of legal risks, limited staff time, and the sheer volume of applicants. For high demand roles, hiring teams may receive hundreds or thousands of applications, making personalized feedback difficult to provide consistently. However, these challenges do not erase the need for more transparency and human centered practices. Even small improvements such as clearer job descriptions, realistic interview processes, or context around rejections could make a meaningful difference.

What this research makes clear is that Gen Z is not asking for handouts. They are asking for a fair shot. They want the opportunity to grow, learn, and contribute, yet the current hiring system often makes that feel out of reach. Ambition is not the problem. Humanity is. With greater transparency, genuine communication, and thoughtful implementation of hiring technology, companies could build stronger workplaces and more equitable hiring pipelines. The job search would feel less like a lonely battle and more like a process that respects both the applicant and the employer.

If more young job seekers continue to share these experiences, there is hope that companies will listen and begin treating applicants the way they deserve to be treated, starting with something simple: remembering that every candidate is a person before they are a resume.