The younger generation — Millennials and Generation Z, especially the latter — is credited with revolutionizing activism, as they bring the fight for justice to both the digital world and to the streets. For example, according to YPulse’s Views on America ReportOpens a new window in 2020, 55% of 13-18-year-old people participated in #BlackLivesMatter (BLM) protests or awareness in some form. The younger generations are also more vocal about their beliefs on social issues like climate change and racial injustice.
But should they bring their activism to job applications as well? To uncover the opinions of people on both sides of the interview table, Skynova recently surveyed over 750 people, including potential employees (average under 25 years) and employers (average 46 years). The following are the findings from the study.
See more: Close to 50% of Candidates Feel Job Descriptions Use Annoying Buzzwords: Report
What Do Generation Z Candidates Think About Job Applications?
A few employers do not look for a cover letter, and a few applicants have skills they want to share. And some employers do not have time to go through cover letters. So, how can a candidate know what to include in their application? The study asked the Generation Z candidates what they currently include in their applications and what they think their resumes represent.
While Gen Z candidates want to tell an employer about their activism, they do not do so in a cover letter. In fact, 80% of candidates wanted to remove cover letters from their job applications. Ironically, these applicants opting out of cover letters may make just make the letter more important. A cover letter is a way to stand out and show a candidate’s seriousness about their application.
A resume, too, is not necessarily a place to showcase social justice information. In fact, 33% of Gen Z respondents wanted to omit resumes from applications. Instead of resumes, 55.3% opted for work portfolios, 42.9% opted for in-person screening, and 31.4% opted to showcase their LinkedIn profiles. About 26.9% opted to showcase an infographic of their career, and 25.9% opted to create a video introduction of themselves. But what did these video resumes convey? Almost 25% felt it accurately represented their values and belief systems.
What did the candidates think their resumes represented? About 49.1% said their resume represented them as employees, while 27.2% said their resumes represented their interests. About 23.7% said their resumes represented their values.
Do Employers or Disagree With Candidates?
The study found that Generation Z candidates are more likely to believe that activism should become acceptable on job applications than potential employers. While 46.3% of candidates thought so, only 28.9% of employers felt so. Further, 37.1% of candidates believed that it is important for employers to be aware of the social justice movements that are important for employees. On the other hand, 48% of employers believed that.
That said, employers were more tolerant of differences. They were unlikely to reject an application because the candidate differed in their beliefs about political justice, with almost 81% of employers agreeing with it.
Percentage agreeing with each statement
Source: 2022 Skynova surveyOpens a new window
What Specific Topics Do Candidates Want to Display?
While candidates prefer to showcase their activism on applications, what specific topics do they want to display on their resumes or cover letters? And how do employers receive the concept?
If it could be accepted, candidates would want to show their concerns and interests on their resumes. More than 50% of candidates mentioned interest in highlighting equality as well as racial justice on the application. Movements like BLM and climate justice were also likely to make their way on applications.
Movement participation Gen Z candidates would include in resume
Source: 2022 Skynova surveyOpens a new window
However, their intentions may not be well-received by employers and could even lead to disqualification. About 47% of employers said activism-related topics were never considered acceptable on resumes. And topics of most interest, such as BLM or gun legislation, were more likely to lead to automatic disqualification.
See more: Candidates Ask More Questions About Companies’ D&I Initiatives: Jobvite Recruiter Nation Survey
Showing Oneself as the Best Candidate
It is evident that employers and candidates are at odds regarding showcasing activism on resumes and applications, with some topics even leading to automatic disqualification of the candidate. Employers believe it is not the right time or place to do it. At the same time, Gen Z candidates are looking to change the ways in which a person applies for a job, some wanting even to abolish resumes and cover letters.
However, Gen Z candidates should also be aware that there are specific reasons for cover letters and resumes. Recruiters do not have too much time, and hence, they are interested in primarily seeing what makes the candidate fit for the job. If specific roles and responsibilities need some background or experience in activism, then the resume or cover letter may be a good place to show activism. If not, the job may go to someone else who displays the relevant skills and experience.
Hence, while Generation Z candidates want to showcase activism, they should be mindful of the right time and place to showcase it.
As a recruiter, do you think showcasing activism-related information is acceptable in job applications? Let us know on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .
MORE ON GEN Z CANDIDATE APPLICATION EXPERIENCE
Great Expectations: What Employers Need To Do To Attract Gen Z Talent
What is Candidate Experience? Definition, Key Components, and Strategies