There’s no denying that Generation Z (Gen Z) represents the future of the American workforce. Gen Z is already projected to overtake Baby Boomers in terms of U.S. workforce representation in 2024, and by 2030, it’s estimated that Gen Z will make up 30% of the total workforce.
This means employers would do well to get to know this youngest group of American workers and understand what motivates them, what makes them tick, and how they are similar to and distinct from their older colleagues.
Every generation has its unique characteristics, and frequently these differences are derided by members of older generations who simply don’t understand the way younger people choose to do things.
A key example that’s been making headlines recently is Gen Z’s approach to job searches and, in particular, the interview process.
Bringing Parents to Interviews?
“Some Gen Zers are relying on their parents for help with their job search—and some are even inviting their moms and dads to attend job interviews with them, according to a recent study by ResumeTemplates.com,” writes Erica Lamberg in an article for Fox Business. According to the survey, 70% of Gen Zers have asked for parental help in finding a job, 16% have had parents submit applications for them, and 10% had their parents write their resumes. And—this is the shocking part—25% say they’ve brought their parents along with them to job interviews.
A Red Flag?
While there may be circumstances where it makes sense for a candidate to bring a parent (or some other person) with them to an interview—such as when the candidate has a disability that requires some additional care and support—in most cases, the practice comes across as a bit of a red flag.
Interviewers want to talk to the candidate, the person who—if hired—will be performing the job, not some other person.
“In my opinion, the candidate may come across as less serious about the role by not giving the interviewer their solo, undivided attention,” explains Stephen Greet, CEO and Co-founder of BeamJobs. “Employers expect candidates to be fully present and engaged during the interview process, which may be difficult to achieve with a parent present. It could create a distraction or divide the candidate’s focus, potentially hindering their ability to effectively communicate their qualifications and interest in the role.”
In addition, Greet says, bringing a parent along to an interview may signal a lack of confidence in the candidate’s decision-making abilities, which could be a red flag for roles that require autonomy and critical thinking. “Employers often seek candidates who can make independent decisions, solve problems, and take ownership of their work. Having a parent present could raise concerns about the candidate’s ability to function independently and make sound judgments without relying on external guidance,” Greet says.
Handling an Interview When the Parent Joins
We heard from a number of recruiters who have experienced first-hand situations in which candidates brought parents with them to job interviews, including some who ended up hiring the applicant that brought a parent! A few themes stood out in terms of how to address such a situation.
The experts we spoke to recommended being open and not making any snap judgments about candidates simply because they brought a parent along. Welcome the parent and be courteous. At the same time, it’s essential for the interviewer to get a chance to interact one-on-one with the candidate, at least for a portion of the interview.
Interviewers should let the parent know from the outset that, while they appreciate the parent’s support for their child, they would like to have 10 or 20 minutes to talk with the candidate one-on-one.
Once that individualized session is over, it’s fine to give the parent an opportunity to ask questions or even give them a tour of the office, if appropriate.
Cultural Differences
In many parts of the world, including the United States, Generation Z represents the most diverse generation from a racial and ethnic standpoint. Many members of this youngest generation in the workforce are first- or second-generation Americans. To some extent, at least in the experience of some observers, the practice of bringing parents to interviews may be more cultural than generational.
“In my experience, the phenomenon of candidates bringing their parents to job interviews, though surprising to many, is something we’ve encountered occasionally, particularly among candidates from certain cultural backgrounds,” says Naren Chellappah, Career Coach and Talent Sourcing Specialist at Career Success Australia, based in Melbourne, Australia. “For example, it is not uncommon for some young women from South Asian countries like India and Pakistan to bring a parent along to an interview,” Chellappah says. “This practice stems from cultural norms where family involvement in major life decisions, including career choices, is significant.”
Much Ado About Nothing?
While the data reported by Fox Business certainly raises some eyebrows, Gen Z is not without its defenders, including Steven Rothberg, founder and Chief Visionary Officer of College Recruiter, who believes data around Gen Z bringing their parents to work is overblown and misleading.
“We’ve heard this nonsense about candidates bringing parents to interviews,” Rothberg says. “Has it happened? Yes. But never, ever, have we seen a properly conducted survey publish results that would provide meaningful insight into what percentage of candidates have ever done so, have ever done so for a professional interview—as opposed to a babysitting or lawn mowing type first job—or what percentage of candidates who have brought a parent to an interview but only once.”
While there is some debate over the extent of the phenomenon, this survey and independent reports indicate that, yes, it does happen. It’s a phenomenon that may highlight the extent to which some members of this generational cohort feel uncertainty and anxiety about entering the job market and perhaps the extent to which they fear being misled or taken advantage of by unscrupulous employers taking advantage of workers with little or no career-based work experience.
Whatever the cause, this anxiety should be noted by employers and recruiters who should take steps to ensure their recruitment and onboarding processes make candidates and new hires of any age feel supported, respected and treated fairly by new and potential employers.
And, if a candidate comes with a parent in tow, greet them cordially but ensure ample time to interact with the candidate alone.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.