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Newsweek
23-05-2025
- Business
- Newsweek
Nearly Half of Gen Z Is Lying on Job Applications
Based on facts, either observed and verified firsthand by the reporter, or reported and verified from knowledgeable sources. Nearly 50 percent of Gen Z admitted to lying on their job applications, significantly higher than their older co-workers, a new survey said. The age cohort born between 1997 and 2012 was the most likely to lie or exaggerate on their job applications, with 47 percent of young workers admitting to doing so in a report. Why It Matters Gen Zers have already earned a somewhat negative reputation in the workforce. In a recent report, one in six businesses said they were hesitant to hire recent college graduates over concerns about how prepared they are for the work as well as their communication skills and professionalism. And six in 10 employers had already fired college graduates who were hired in 2024. One in seven said they might refrain from hiring new college grads in the next year as well. The LinkedIn app on a mobile phone. The LinkedIn app on a mobile To Know While some employers complain of Gen Z's work ethic once they get the job, it turns out many may also be exaggerating or even lying on their job applications. Nearly half, 47 percent, said they had exaggerated on their job applications, compared to 38 percent of millennials, 20 percent of Gen X and just 9 percent of baby boomers in the survey of 1,000 full-time workers. Across all age groups, one in four respondents admitted to lying, exaggerating or providing inaccurate information on their job applications. That can result in serious consequences for businesses, as reported that a bad hire can cost a business 30 percent of the employee's first-year earnings. For those who admitted to lying on their applications, 23 percent said they exaggerated their responsibilities in a past role, while 22 percent said they worked somewhere they never did. Men were more likely to lie on their job applications, with 33 percent admitting to the practice compared to just 21 percent of women. What People Are Saying Amanda Augustine, a certified professional career coach, in the report: "If you're worried that your experience isn't a perfect fit for a position, focus on reframing your information rather than falsifying Your resume is a marketing tool. While it's not necessarily a legal document, it also can't be a work of fiction. Its job is to present your skills and experience—your career story—in the best possible light without misrepresenting your qualifications." Drew Powers, founder of Illinois-based Powers Financial Group, told Newsweek: "Exaggeration on a job resume or application is just par for the course across all generations. Gen Z currently has the least amount of time in the workforce, and therefore the most entry-level job experience. Is a business owner more likely to hire someone whose experience is listed as 'waitstaff' or 'Hospitality Experience Specialist'?...We cannot blame Gen Z for their youth, and I'm OK with a little artistic hyperbole. At least it shows some level of creativity." Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek: "While some are asking 'Why would Gen Z lie on job applications?' the better question may be 'Does Gen Z think they are actually lying in professional settings?' Being the first generation raised in the social media age, some of Gen Z really believe perception equals reality, and in the same way they may exaggerate their image or status when sharing with friends and family on an app, they may see little wrong with adding embellishments when applying for new opportunities. Of course, the downside is if they don't have the skills to match their claims, they could very quickly find themselves overwhelmed in the workplace or—even worse—without a job." HR consultant Bryan Driscoll told Newsweek: "Lying on a resume isn't illegal. Promising competitive pay and delivering $17 an hour should be. Gen Z isn't the problem. Our job market is. Candidates today are navigating a system that rewards performative hustle, punishes honesty and ghosts candidates after asking for five rounds of interviews and multiple hours of free work." Kevin Thompson, the CEO of 9i Capital Group and the host of the 9innings podcast, told Newsweek: "To be completely fair to Gen Z, those numbers are probably more in line historically. We probably don't have any true data as to how many lied on applications in the '50s, '60s or '70s, but I would venture to guess it wasn't absent any embellishment." What Happens Next Many hiring experts expect that candidates will embellish a bit on their job applications, especially if they're entering into an entry-level job. "Of course candidates exaggerate. Employers do it constantly in job descriptions. 'Fast paced environment' means understaffed. 'Family culture' means no boundaries or balance. 'Opportunity for growth' usually means there isn't any," Driscoll said. "We can argue ethics and morality until we're blue in the face, but this is about survival in a broken system."
Forbes
16-04-2025
- Business
- Forbes
The Trust Gap: How Gen-Z Can Communicate Their Value
Lynn Smith, CEO, Lynn Smith Media & Communications. Advisor/Coach, Speaker, and Former News Anchor for TODAY, NBC, CNN Headline News. Let's talk about the elephant in the room: trust. Or, more specifically, the trust gap between Gen-Z and their employers. The headlines are everywhere—companies are hesitant to hire young professionals, and when they do, they're quick to let them go. According to one in six companies admit they're wary of hiring recent college grads, citing concerns about professionalism, communication skills and workplace readiness. It also reports that some Gen-Z hires are getting the boot just months into their new roles. But let's pause for a second: What's really going on here? And more importantly, how can Gen-Z shift the narrative? According to a 2022 Gallup Poll, 54% of Gen-Z employees, slightly higher than any other generation, are ambivalent or not engaged at work. This may be one reason for the perception of Gen-Z as difficult to work with or manage. But is this really a Gen-Z problem? Or are businesses simply failing to evolve with a new generation of workers? One major friction point? Communication. Gen-Z grew up in a world where texts, emojis and short-form videos are the norm. But in many industries, their casual communication style clashes with old-school corporate expectations. The survey referenced above highlights that 39% of employers who fired Gen-Z workers cited lack of communication skills as the reason. In my and clients' experience, there's a perception that younger hires don't engage enough in traditional face-to-face interactions—something critical for networking and relationship-building. Then there's the work ethic debate. Gen-Z prioritizes work-life balance, mental health and flexibility—values that older generations sometimes misinterpret as a lack of drive. But here's the truth: Gen-Z isn't afraid of hard work. They just refuse to measure success by outdated standards like who logs the most hours at their desk. They're focused on efficiency, impact and doing work that actually matters. If Gen-Z wants to be taken seriously, they need to take control of their own narrative. Here's how: Like it or not, perception matters. Learning how to navigate workplace communication—whether it's crafting professional emails, speaking up in meetings or mastering the art of small talk—will set you apart. The workplace is unpredictable. The employees who thrive are the ones who embrace change, seek out challenges and show they can pivot when needed. Be that person. Yes, Zoom calls and Slack messages are great. But if you want to build real trust, make the effort to engage in person. Show up, shake hands and make eye contact. It makes a difference. Actions speak louder than words. Meet deadlines, take initiative and follow through on commitments. Consistency builds credibility. Trust isn't just Gen-Z's problem—companies need to step up, too. If organizations want to attract and retain top young talent, they need to meet them halfway. That means investing in mentorship, setting clear expectations and embracing new ways of working instead of clinging to outdated models. Gen-Z isn't a liability; they're an asset. They bring fresh ideas, digital fluency and a passion for meaningful work. The key is finding common ground. When businesses and young professionals work together to bridge this trust gap, everyone wins. The bottom line? Trust isn't given—it's earned. But with strong communication, adaptability and initiative, Gen-Z can rewrite the story and prove that they're not just ready for the workplace—they're ready to lead. Forbes Finance Council is an invitation-only organization for executives in successful accounting, financial planning and wealth management firms. Do I qualify?
