After big companies began the deceptive practice of ghosting employees, Gen Z job seekers put the corporate world on high alert when they started two retaliation trends of their own. “Revenge quitting”–is when Gen Z fight back against big business by abruptly leaving jobs in response to negative experiences like lack of recognition, burnout or disengagement with workplace culture. “Career catfishing”–is when defiant young job seekers accept a job and refuse to show up on the first day.
Why Gen Z Are ‘Career Catfishing’
Both “revenge quitting” and “career catfishing” are reflections of simmering gripes from a new generation of workers. Both practices are signs of a deeper and growing divide between big business and the younger generation. And the trends are expected to escalate this year as Gen Z try to take back power in their professional lives. According to Fortune, over a third of Gen Z are “career catfishing”–accepting a job after multiple rounds of interviews then not showing up on the first day of work. And 25% say they do it on a dare while others claim, they’re “just not feeling it.”
I was curious why Gen Z are career catfishing–especially when it’s so hard for them to land and keep jobs in today’s labor market. So I spoke with Nicole Neumarker, chief operating officer at WorkForce Software (now part of ADP). “Gen Z is career catfishing in response to how they feel about corporations and what they may perceive as an unsatisfactory work environment or an unfulfilling role,” Neumarker told me.
“We’ve seen that Gen Z is adamant about having a good work-life balance, flexibility and opportunities for career progression,” she adds. “If a job is not aligning with their values, they will prioritize their own needs and well-being rather than the responsibilities and requirements of a role. The same goes for the interview process–if a candidate realizes that a potential job won’t fulfill them, they will likely pull out of the process.
What Employers Can Do About ‘Career Catfishing’
Neumarker acknowledges that career catfishing is challenging traditional workplace norms, but she also admits that it can lead to severe consequences by disrupting the hiring process and costing companies significant time and resources. So, what are the company’s options?
“The first course of action is for employers and HR to fully understand their Gen Z employees and what they value in the workplace,” she answers. “This can be done by conducting internal surveys, managers asking them in 1:1 conversations during bi-weekly or monthly meetings or through other means.”
Secondly, Neumarker suggests that employers re-evaluate how they portray themselves in the recruitment process and be fully transparent of what workplace culture and employee well-being looks internally. “If companies aren’t transparent or the job description isn’t matching reality, this will cause Gen Z to realize their priorities will not be met or valued, causing them to career catfish,” she remarks.
Valuable Traits To Consider Beyond ‘Career Catfishing’
Gen Z has been vilified for some of the behaviors they bring to the workplace. At least 45% of hiring managers view them as difficult to manage, lazy and irresponsible. And many Gen Z, right out of college, are being fired just months after being hired at a faster rate than their older coworkers.
Truth be told, Gen Z will make up nearly 30% of the workforce this year, and Gallup reports that they have the poorest mental health than any other generation. So, instead of vilifying them as troublemakers it’s crucial to take a closer look at the value they bring to the workplace.
Neumarker points out that Gen Z has valuable characteristics that they bring to the workplace. “These individuals were born and raised digital natives, with high expectations for the availability of information, ease of use and personalization of their work experience,” she notes. “This technological fluency enables them to navigate and leverage digital platforms effectively, enhancing productivity and innovation within the company. Furthermore, their skepticism towards company technology choices often encourages businesses to continuously evaluate and improve their tech offerings, ensuring they remain competitive and meet the evolving needs of their workforce.”
Gen Z’s values also play a significant role in shaping their contributions, according to Neumarker. She explains that they were raised in an era of rapid change and global connectivity. No wonder they place a strong emphasis on work-life balance, scheduling flexibility and meaningful work.
While business leaders have emphasized Gen Z’s negative behaviors like “career catfishing,” Neumarker argues that the Gen Z perspective encourages companies to adopt more flexible policies, contributing to a culture that values individual needs and well-being. “Additionally, their desire for a more balanced approach to work and life can inspire improvements in company culture, leading to higher engagement and satisfaction across all generations within the workforce,” Neumarker concludes.