Generation Z are redefining job interviews
Job interviews have undergone a transformation, thanks to the emergence of Generation Z (those born between the late 1990s and early 2010s) – sharp, confident, and inquisitive individuals who think outside the box.
These young minds are rewriting the script, proving that interviews are no longer a one-way street. Their approach is refreshing yet challenging, and it's time to acknowledge their questioning minds while preparing those on the other side of the table.
I recall an eye-opening experience during an interview for a non-profit organisation where I was part of a four-member panel. The 27-year-old candidate we interviewed was poised, intelligent, and articulate. At the end of the session, when asked if they had any questions, they posed one that completely shifted the dynamic.
Looking at each of us, the candidate asked, “What is it that you are so passionate or driven by about this organisation? What motivates you to dedicate your time, effort, and resources here on a voluntary basis?”
The question wasn’t just general; the candidate wanted a personal answer from each panel member. For a moment, we were caught off guard. Traditionally, interviews revolve around the panel quizzing the candidate – not the other way around. The chairman of the board, visibly taken aback, quickly assigned me to respond first.
As I gathered my thoughts, I realised the question was not only valid but deeply insightful. The candidate wasn’t just testing their potential future employer; they were gauging whether our passion and love for the organisation matched their own aspirations.
We each shared heartfelt responses – our personal connection to the mission, the fulfilment of helping Malaysians live healthier lives, and the intrinsic rewards of being part of this cause. By the end, it was clear the candidate wasn’t just impressed by our answers. They had also evaluated whether this was the right organisation for their values and ambitions.
This encounter was a stark reminder that times have changed. Previously, interviews were often a one-sided affair, with candidates solely trying to prove their worth. But Generation Z candidates have flipped the script. Their intelligence, confidence, and ability to ask the right questions mean they’re interviewing their potential employers just as much as the other way around.
For human resources professionals and hiring panels, this is both a challenge and an opportunity. A poorly prepared panel risks losing talented candidates, while those who can articulate the organisation’s vision and passion will leave a lasting impression.
Generation Z is here to redefine the workplace and the way we approach hiring. Their questions aren’t a challenge to authority – they’re a testament to their desire to align their skills and passions with organisations that inspire them. So, to all interviewers: Be ready to share your passion and purpose. The tables have turned, and in this era of mutual evaluation, we should celebrate the rise of candidates who know their worth and have the courage to seek alignment with employers who share their values.
As for that 27-year-old candidate? I’m certain the last few minutes of our interaction played a pivotal role in their decision about whether to join our organisation – and that’s the power of Generation Z.
The views expressed here are the personal opinion of the writer’s and do not necessarily represent that of Twentytwo13.
