The Job Hunt Marathon: Why Gen Z Faces Twice the Grind to Land a Role
For many Geyn Zers (1997 to 2012), landing a job feels less like a sprint and more like a marathon. On average, young job seekers submit 24 applications before receiving an offer, compared to 12 for Gen Xers (1965s to 1980s) and just 11 for Baby Boomers (1946 to 1964). It’s a startling statistic revealed by Totaljobs’ recent survey—and it only scratches the surface of the hurdles Gen Z faces in today’s competitive job market.
But why is this happening? What hidden barriers are forcing this generation to work twice as hard for the same results? The answers lay in a mix of generational bias, systemic hiring practices, and shifting economic landscapes.
Twice the Applications, Twice the Frustration

At first glance, the raw numbers are sobering. Applying to 24 jobs might not seem extraordinary in an era of easy online submissions, but the emotional toll of repeated rejection is immense. The survey from Total Jobs indicated that Gen Z workers are more likely to face bias and skepticism about their experience and work ethic during the hiring process. When someone is repeatedly told they’re “too young” or lack proper experience, it’s hard not to feel disillusioned.
By comparison, Gen X and Baby Boomers don’t have to cast as wide a net. The gap reflects not just differing job markets, but differing levels of trust. Employers are quicker to vet older applicants based on the assumption that they’re stable and experienced, even if those assumptions aren’t always correct.
Ageism in Reverse?
One of Gen Z’s biggest hurdles is age-related bias. According to the Totaljobs data, 52% of Gen Z candidates feel they’re perceived as less reliable or loyal because of their age. And the prejudice doesn’t stay hidden—young applicants frequently encounter outright dismissal, with 44% reporting explicit rejection due to their perceived youthfulness.
Employers’ concerns typically focus on two areas. First, many worry that younger workers lack the “cultural fit” to thrive within a team dominated by older employees. Second, stereotypes about Gen Z—like being glued to social media or having a low tolerance for hard work—cloud judgments about their capabilities. Yet ironically, this is the same generation praised for being highly adaptable, tech-savvy, and value-driven.
The problem is that these positive attributes often remain overshadowed by outdated perceptions. For example, nearly half of HR professionals admit to making assumptions about candidates’ work ethic based on their age. This explicitly demonstrates how embedding inclusion into the hiring process is not a nice-to-have—it’s essential.
The Fallout of a Broken System
The mounting frustrations from these biases have led many Gen Zers to make desperate compromises. Totaljobs found that 56% of young job seekers have considered taking positions below their qualifications just to secure employment. This trend reflects an age bias and the precarious economic conditions this generation faces.
Accepting underqualifying positions might seem like a short-term fix, but it risks trapping young workers in low-wage jobs with limited growth opportunities. This, in turn, can delay their career progression and even stifle their potential earnings over time.
Even more worryingly, nearly 46% of Gen Z applicants actively remove age-related information from their CVs to avoid discrimination. Rather than address bias systemically, the onus is placed on young people to “hide” aspects of themselves to fit into a flawed recruitment model. This is a lose-lose situation for both the applicants and employers, as businesses miss out on raw talent and fresh perspectives.
“Too Young” in a World That Needs Workers
Paradoxically, employers’ resistance to hiring young talent comes at a moment of labor shortages and skills gaps in markets like the UK (and worldwide). With an aging workforce and a growing reliance on new technologies, businesses stand to benefit from the innovative mindset Gen Z can bring.
However, instead of leveraging these advantages, companies often seem to put up roadblocks the damage employee trust. A separate 2023 Gallup study highlighted how workers under 35 are feeling disengaged at work (more than any other age group) due to a feeling of lack of being heard and cared for. This perpetuates a harmful cycle where young workers feel undervalued in the workplace.
Leveling the Playing Field
To combat this, more inclusive hiring practices are a must. Businesses should start by reconsidering their job requirements—many “entry-level” roles request three to five years of experience, which immediately sets up younger candidates for failure.
Using blind hiring techniques, removing language in job descriptions that imply bias (e.g., “must be seasoned”), and training managers to recognize their own unconscious biases could further open the doors for Gen Z talent. For instance, Totaljobs suggests forming age-diverse hiring panels to bring different perspectives to candidate evaluations.
There’s also room for corporate innovation. By pivoting from the idea of “cultural fit” to “cultural add,” companies can seek out candidates who bring unique value to their organizations rather than those who mirror the existing workforce.
Hope on the Horizon?
Many companies acknowledge that they need Gen Z to stay competitive. A shift has already begun, with some businesses prioritizing mentorship programs and training initiatives to upskill younger workers. These strategies show promise in bridging the perception gap—but at present, they’re the exception rather than the rule.
Employers must recognize that unlocking Gen Z’s potential isn’t just a favor to them. It’s what will ensure businesses remain innovative, competitive, and effective in the years to come. The solution? More inclusive practices, better mentorship, and a commitment to breaking outdated stereotypes—because Gen Z deserves more than constant proving; they deserve their seat at the table.