Stop blaming Gen Z: the workforce system is broken. Here’s how leaders can step up

Take Aspen Bailey, for example. Aspen graduated in 2024 with two bachelor degrees: a B.S. in Data Science and a B.A. in Psychology. Over the course of two years, she submitted more than 1,400 job applications, out of which approximately 50 employers reached out to move forward with an interview. That’s less than 1%. 

“I felt very defeated when I was denied roles that I had high hopes for, especially the ones where I would make it to the final round,” Aspen told me. “Overall, the job search process has felt like the Call of Duty: Warzone video game. This process breaks you down emotionally, mentally, and physically.”

Unfortunately, stories like Aspen’s aren’t uncommon. The unemployment rate for recent college graduates in June 2025 was 4.8%, which was greater than the unemployment rate for all workers in the U.S. In a recent survey, one in four young adults said they can’t find jobs in their desired career paths, and 62% aren’t working in their intended careers after completing their education.  

There’s not one factor to blame, but a combination working against Gen Z. 

New research from Gallup, Walton Family Foundation, and Jobs for the Future (JFF) suggests that Gen Z and their parents are largely unaware of different postsecondary options due to a lack of guidance and resources. You’d think technological advancements would provide access to more information and support, but that’s not the case. Research reveals that 43% of young professionals feel isolated or unsupported in figuring out their career paths. 

New grads are also competing with rapidly advancing AI for entry-level positions, especially in fields like computer science which, not long ago, was synonymous with high salaries and job security. 

To top it all off, Gen Z is up against some scathing stereotypes, with some going as far to label the entire generation as “unemployable” and lacking durable skills employers want.  Having spent years immersed in how students and young professionals make decisions about careers and postsecondary education, I know that is not true – nor is it that simple. 

The reality is there is a generation of young people who are struggling as they navigate a broken workforce system. Fortunately, that also presents us with an opportunity; we can help better prepare the next generation for the workforce, or we can all suffer the economic and societal consequences. 

Why discounting a generation is a really bad idea 

There’s a lot wrong (both logistically and ethically) with avoiding hiring Gen Z candidates or trying to replace all entry-level workers with AI. But here’s one that should keep all of us up at night: a potentially irreparable gap will form in the future workforce if young professionals remain underemployed. If entry-level jobs diminish – the same jobs that build early talent’s experience and skills in the first place – who is going to fill the mid- to senior-level roles of the future? And a not-so-distant future at that, as Baby Boomers retire in droves. 

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Instead of harping on the skills employers think Gen Z is lacking, our only option is to do something about it. Afterall, if new grads are underprepared to enter the workforce, that’s not their fault– that is a systemic issue.  

An Employer Imperative: Hiring Gen Z 

The question isn’t whether entry-level talent is equipped to thrive in the workforce—it’s who wins or loses if they aren’t. Employers stand the most to lose (if not now, then long-term), which is why they must lead the change.

Employers can start by adjusting expectations when it comes to entry-level roles. Requiring years of experience for positions meant for new grads is an oxymoron. Instead of focusing on industry experience, assess the transferable skills students build through schoolwork and first jobs, such as critical thinking and problem solving needed for a mock trial in a political science course.  If you’re not currently hiring entry-level roles, consider offering paid internships or apprenticeships to give early talent experience while nurturing the skills you need. A good example: Pinterest’s apprenticeship program offers people from non-tech backgrounds the opportunity to gain experience in engineering, product management, design, and research; learn from mentors; and work on big projects like redesigning the homepage. At Tallo, we piloted a micro-internship with a high school student to support a national conference and saw amazing results from enhanced engagement to increased operational efficiency. 

Employers can also work directly with educators to nurture early talent’s skill development through existing classroom-to-career initiatives, such as AP Career Kickstart by College Board. Meanwhile, students should focus on continuing to build their skills and professional networks. In addition to in-person networking and relationship building, platforms like LinkedIn and Tallo are great places to showcase skills, build connections, and find opportunities. 

“During my journey, I learned to expand my search as I had many transferable skills from my past work, volunteer work, and fellowship experiences,” Aspen said. “It’s really hard pulling yourself out of the gutter when every time you have hope, you get rejection after rejection, but there is definitely hope and light at the end of the tunnel– no path is ever linear. ” 

We might not be able to fully predict how our economy will shift, or the impact AI will have on jobs. But there are things we can do that will make a difference – for the sake of this generation and the future economy. 

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.