Today, we’re sitting down with Ling-Yi Tsai, a seasoned HRTech expert with decades of experience helping organizations navigate change through innovative technology. Specializing in HR analytics and the integration of tech in recruitment, onboarding, and talent management, Ling-Yi offers a unique perspective on the evolving job market. In this conversation, we dive into the challenges faced by Gen Z in an AI-driven hiring landscape, exploring the emotional and systemic impacts of modern recruitment practices, the double-edged sword of automation, and the broader societal implications of a generation struggling to find their footing.
How would you describe the current job market for Gen Z graduates, and why do you think it’s become so brutal for them?
The job market for Gen Z graduates is incredibly tough, almost like a gauntlet they’re forced to run through with little chance of success. Many are coming out of college with high expectations, only to face a wall of rejection. The core issue is the sheer volume of competition—thanks to online platforms, applying for jobs is easier than ever, so you have thousands of candidates vying for a handful of roles. On top of that, the reliance on AI screening tools means many applications never even reach a human recruiter. It’s a depersonalized process that leaves young job seekers feeling like just another number.
In what ways does this job market differ from the experiences of previous generations like Millennials or Gen X?
Previous generations certainly faced their own challenges, but the job market wasn’t as saturated or automated as it is now. Back then, applying for a job often meant physically mailing a resume or networking in person, which naturally limited the number of applications. There was more of a human element in hiring—recruiters would often read through resumes manually. For Gen Z, the digital landscape has removed those barriers, but it’s also stripped away the personal touch, making it harder to stand out. Plus, the economic pressures, like massive student debt, are often more intense now than they were decades ago.
What do you think contributes to the high rejection rates we’re seeing, with some students applying to over 150 roles without success?
A big factor is the ease of applying online. With just a click, candidates can submit applications to dozens of roles, often without tailoring them to the specific job. This floods recruiters with thousands of resumes, many of which aren’t a great fit. AI tools, while efficient, often filter out candidates based on rigid keyword matches, so even qualified applicants can get overlooked if their resume doesn’t align perfectly with the algorithm. It’s a numbers game, and unfortunately, the odds are stacked against the individual.
How has the adoption of AI in hiring processes reshaped the way recruiters manage applications?
AI has completely transformed recruitment by enabling companies to handle massive volumes of applications at scale. Recruiters can use these tools to screen thousands of resumes in minutes, focusing on specific criteria like skills or experience. It saves time and resources, especially for large organizations. However, the downside is that it prioritizes efficiency over nuance. Subtle strengths, like a candidate’s potential or unique background, often get missed because the system is programmed to look for exact matches rather than human potential.
With applicants also using AI to craft resumes and cover letters, how does this dynamic affect the hiring process?
It creates a kind of arms race between candidates and recruiters. On one hand, AI-generated resumes can help applicants present polished, keyword-optimized documents, which might get them past the initial screening. But it also means recruiters are dealing with a flood of near-identical, formulaic applications, making it harder to spot genuine talent. It’s a cycle of automation where both sides are using tech to outsmart each other, often at the expense of authentic connection and true skill assessment. In the end, it can just add more noise to an already cluttered system.
Can you speak to the emotional impact this job search process has on Gen Z, especially when facing constant rejection?
The emotional toll is significant. Gen Z is often characterized as a generation that’s grown up with instant feedback through social media and technology, so repeated rejection in the job market can feel deeply personal and discouraging. Many are also grappling with the weight of student debt, which adds a layer of desperation—they need a job not just for career growth, but to survive financially. This constant cycle of applying and being rejected can lead to anxiety, self-doubt, and a sense of hopelessness about their future.
How does the burden of student debt amplify the stress Gen Z faces in this job market?
Student debt is a massive stressor because it creates a ticking clock for many graduates. They’ve invested years and tens of thousands of dollars into their education with the expectation of landing a decent job to pay it off. When that doesn’t happen, the financial pressure mounts quickly—interest accumulates, and they’re often forced to take lower-paying or unrelated jobs just to make ends meet. This not only delays their career progression but also chips away at their confidence and mental well-being, making the job search feel even more daunting.
You’ve noted examples of unrest in other countries due to youth unemployment. How relevant do you think those frustrations are to Gen Z in Western nations like the US or UK?
While the scale of unrest might differ, the underlying frustration is absolutely relevant. In places like the US and UK, Gen Z is feeling increasingly sidelined by a system that seems rigged against them—whether it’s through automation in hiring or shrinking opportunities in entry-level roles. You can see this frustration bubbling up in online discussions, protests about economic inequality, and even disengagement from traditional career paths. While violent uprisings are less likely in these regions due to different social and political structures, the dissatisfaction is real and could manifest in other ways, like political activism or a shift toward alternative economies.
Given Gen Z’s familiarity with technology, do you think their AI fluency could give them an edge in navigating this job market?
Potentially, yes. Gen Z has grown up with technology, so they’re often quick to adapt to tools like AI for job applications or learning new skills. They can leverage platforms to build personal brands, network digitally, or even create their own opportunities through freelance or entrepreneurial ventures. However, this fluency doesn’t always translate to an advantage in traditional hiring processes, where AI screening can still overlook them. Their tech-savviness is a strength, but it needs to be paired with strategies that help them stand out beyond just the digital tools everyone else is using.
What is your forecast for the future of graduate recruitment in an AI-driven world?
I think we’re at a crossroads. If left unchecked, AI will continue to dominate recruitment, potentially shrinking entry-level opportunities even further as companies prioritize efficiency over human development. However, I also see a growing push for balance—there’s a recognition that over-reliance on automation can alienate talent and harm company culture in the long run. My hope is that we’ll see hybrid models emerge, where AI handles initial screenings but human judgment plays a bigger role in later stages. For Gen Z, this could mean a fairer shot at proving their worth, but it will require both companies and candidates to rethink how they approach hiring and job seeking in this tech-heavy landscape.