We’ve heard the complaints: Gen X was too cynical, and Millennials were too reliant on technology. Now, Gen Z is in the spotlight—marked as unprepared and entitled by one in eight hiring managers.
 
A report from General Assembly (a talent training and solutions firm under the Adecco Group) highlights a significant concern: Many Gen Z candidates struggle with essential soft skills, including clear communication, confident collaboration, and resiliency. While these skills are vital in any professional environment, blaming young professionals does not solve the issue.
 
So, what will? Relationships.

Soft Skills Don’t Come from a Handbook

You can’t teach communication, collaboration, and resilience through PowerPoint slides or one-off workshops. These skills develop through practice—with real conversations, teamwork, and problem-solving. Yet, too many students navigate their career paths primarily through mass emails and job boards instead of engaging in person. If we want graduates to be prepared for the workforce, we need to create more opportunities for human connection before they get there.

Career Services as Conversation Hubs

University career services can bridge the gap between students and employers by fostering environments where students actively develop interpersonal skills. Consider these questions:

• How often do students engage with career services beyond resume reviews?
• Do they practice networking with alums and industry professionals?
• Are mock interviews a standard part of the student experience?
• Do career fairs emphasize meaningful conversations over job postings?

If even one answer to these questions is “not enough,” we have work to do. Encouraging students to engage early and often with professionals—including career advisors, professors, mentors, and alums—prepares them for workplace interactions.
 

Turning Career Events into Learning Labs

Employers want graduates who can communicate effectively and work well in teams. Let’s stop waiting for hiring managers to change their expectations and ensure students have real-world practice before graduation. We can do this by rethinking career programming:

• Mock Interviews with Immediate Feedback: Pair students with hiring managers or alums to simulate real interview experiences and receive constructive, actionable feedback.
• Industry Meetups Over Traditional Career Fairs: Create more informal networking events where students and employers interact meaningfully rather than relying on structured Q&A sessions.
• Peer-to-Peer Coaching: Encourage students to mentor each other, refining their ability to communicate ideas clearly and collaborate effectively.
• Resilience Training Through Experiential Learning: Organize role-playing activities or case competitions where students face challenges and must adapt in real-time.

A Collective Responsibility

General Assembly’s research is clear: Workforce readiness isn’t just about technical ability. It requires collaboration between students, educators, employers, and policymakers. If we model strong relationship-building skills within career services and employer engagement initiatives, we will help shape confident, career-ready professionals.
 
Instead of blaming Gen Z, let’s work together to ensure early talent pipelines are filled with academically, technically, and interpersonally prepared candidates.