Abridged Transcript — Career Pulse DC (Gen Z Job Market), please see Apple Podcasts or Spotify for full transcript.

Gen Z & the Workplace

Margaret: What concerns are you hearing most from Gen Z job seekers?

Liz Helton:
It runs the gamut, but a big theme is confusion about what “normal” work looks like. This generation experienced school and early careers during COVID, then saw workplaces swing from remote to hybrid to in-office. There’s no clear baseline.

There’s also a narrative that Gen Z lacks professionalism, but I think that’s oversimplified. Every generation gets labeled that way at first. Gen Z is tech-native, research-savvy, and purpose-driven. They understand that companies prioritize themselves, so they’re less willing to tolerate things previous generations accepted. Long-term, that’s going to improve workplaces.

Entry-Level Jobs & AI

Margaret: Are there fewer entry-level jobs now?

Liz:
It’s not just fewer—it’s changing. Gen Z can do administrative work much faster, and now AI is taking over some of that baseline work. Employers are still figuring out what entry-level roles should even look like.

We’re in a “wild west” AI moment. Short term, it’s disruptive—especially with layoffs—but long term, it will evolve. AI can’t replace the human element: judgment, relationships, strategy.

What “Human Element” Means

Margaret: What does that human element actually look like?

Liz:
AI can analyze data, but it can’t decide priorities or build trust. For example:

• Marketing: AI can pull analytics, but humans set strategy
• Client services: AI can automate outreach, but humans build relationships
• Coaching: AI can help structure ideas, but clients trust human judgment

AI is a tool—it still needs people to interpret and apply it.

Is College Still Worth It?

Margaret: Does a four-year degree still deliver ROI?

Liz:
It’s no longer the automatic path to a job. The value is in:

• Internships
• Networking
• Hands-on experience

Students who only go to class and get good grades will struggle. College is one path—not the path.

Experience & Resumes

Margaret: How should Gen Z present limited experience?

Liz:
Stop thinking in terms of “work experience.” Think “relevant experience.”

Your career didn’t start after graduation. Use:

• Class projects
• Group work
• Side projects

Frame them like real work:

• Define your role
• Show impact and results

Employers care about impact, not descriptions.

Side Hustles & Nonlinear Careers

Margaret: Is it okay to include side hustles?

Liz:
Absolutely. Careers aren’t linear anymore. Show how each experience contributed to relevant skills. Even gaps are fine if you can explain what you were doing.

Job Search Reality

Margaret: How long are job searches taking?

Liz:
It varies, but hiring timelines are long—~13 weeks on average from posting to onboarding. And process matters:

• Mass applying vs. targeted networking leads to different outcomes

Also, hiring processes are more complex now:

• Automated video interviews
• Multiple rounds
• Repeated interviews due to employer indecision

There are more candidates than jobs, so employers are being extremely selective.

AI in Applications

Margaret: Are Gen Z candidates using AI effectively?

Liz:
Not always. Many are using it incorrectly and producing identical, generic materials.

Better approach:

• Use AI as a thought partner, not a writer
• Ask it what matters in the job description
• Have it interview you
• Then write in your own voice

A cover letter today should be a “love letter” to the company, not a resume rewrite.

Salary Expectations

Margaret: Are Gen Z candidates pricing themselves out?

Liz:
It’s both:

• Some expectations are unrealistic
• Some employers are underpaying

Advice:

• Research market rates locally
• Understand entry-level growth trajectory
• Negotiate based on value—not personal financial needs

Also, wide salary ranges in job postings can be a red flag—it often means the employer doesn’t know what they want.

Top 3 Priorities for Job Seekers

Margaret: What should Gen Z focus on in the next 30 days?

Liz:

1. Networking – still the #1 way jobs are filled
2. Using LinkedIn intentionally – not as a job board, but a relationship tool
3. Understanding the role deeply – tailor everything to the job’s needs

Key mindset shift:

The job search is not about you—it’s about how you fit the role.

LinkedIn Without the Cringe

Margaret: Do you have to be a “thought leader” on LinkedIn?

Liz:
No. Instead:

• Comment thoughtfully on others’ posts
• Add real value (not just “congrats”)
• Build relationships quietly

You don’t need to post—you need to engage meaningfully.

Final Advice

Liz:
Stay the course. Gen Z brings real value—especially around tech and boundaries. The workplace will adapt, even if it takes time.

Margaret:
Where can people find you?

Liz:
CareerTransformationPartners.com, plus YouTube and our new community for job seekers.

Margaret:
Thanks for joining us—this has been Career Pulse DC.