Quick-to-read HR news & insights
From recruiting and retention to company culture and the latest in HR tech, HR Brew delivers up-to-date industry news and tips to help HR pros stay nimble in today’s fast-changing business environment.
The vibe is off…probably because Gen Z workers lack some core career skills.
As AI shakes up the workplace, employers are increasingly looking for employees with “human-centric skills,” according to a recent report from talent experience platform Cornerstone. Some 52% of global job postings from 2019–2024 list “demonstrating responsibility” as a requirement, while 33% list “communication” and 27% “interpersonal collaboration.”
And these three skills aren’t Gen Z’s strongest suit. Only 11% of Gen Z applicants showcase skills related to responsibility on their job profiles, while 12% highlight communication and 7% interpersonal collaboration, the report found. These workers’ older colleagues have higher proficiency in these skills, creating a generational skills gap, Carina Cortez, Cornerstone’s chief people officer, said.
“It’s really not so surprising that Gen Z maybe has a bit of a deficit when it’s coming to these more human-centered skills or professional skills, because when they entered the workforce…we were at the height of the pandemic. Most of them were entering the environment where it was remote-first,” she told HR Brew.
Workers from older generations have had more in-person work experiences, allowing them to develop skills like communication and interpersonal collaboration, Cortez said. But employers and HR teams can unlock Gen Z’s potential by using their strengths and providing learning opportunities in areas in which they may lack skills.
“[Look] at what modes might help them from a preferred-learning perspective, maybe some immersive technologies, like augmented reality or virtual reality, to help grow some of those skills,” she said.
HR pros at companies that may be adding these skills to job requirements should ensure managers are discussing the changes with employees, she added.
While technology and consideration for learning styles could be helpful, Cortez said the communication that the manager and employee are having helps with understanding. She suggests “making clear expectations at the front, so that there’s not a surprise at the end, and giving those opportunities for training.”
