In light of the recently published Gen Z study by Monash University Malaysia’s Southeast Asian Centre for Workplace Well-being (StarEdu, Jan 26), I would like to share my experience of interviewing these talents for jobs.
Born between the late 1990s and early 2010s, Gen Z is made up of sharp, confident and inquisitive individuals who know what they exactly want and often think outside the box.
Job interviews are trending towards a new dimension and are slowly but surely undergoing a transformation. The first glimpse of their different approach to life is at job interviews.
These young minds are rewriting the script, proving that interviews are no longer a one-way street. Their approach is refreshing yet challenging and it’s time for us, sitting on the opposite side of the table, to acknowledge their questioning minds.
For me, the experience was eye-opening. I had sat on a panel tasked with interviewing candidates for a non-profit organisation and we were presented with a 27-year-old lady who was poised, intelligent, self-assured and articulate.
At the end of the session, when asked if she had any questions, she posed one that completely shifted the dynamic.
Looking at each of us, the candidate asked, “What is it that you are so passionate about or driven by in this organisation? What motivates you to dedicate your time, effort and resources here on a voluntary basis?”
The question wasn’t just general; the candidate wanted a personal answer from each of the four panel members. For a moment, we were caught off guard.
Traditionally, interviews revolve around the panel quizzing the candidate – not the other way around. The chairman of the board, visibly taken aback, quickly assigned me to respond first.
As I gathered my thoughts, I realised the question was not only valid but deeply insightful. The candidate wasn’t just testing her potential future employer; she was gauging whether our passion and love for the organisation matched her own aspirations.
We each shared heartfelt responses – our personal connection to the mission, the fulfilment of helping Malaysians live healthier lives, and the intrinsic rewards of being part of this cause.
By the end, it was clear the candidate wasn’t just impressed by our answers but had evaluated whether this was the right organisation for her values and ambitions.
This encounter was a stark reminder that times have changed. Previously, interviews were often a one-sided affair, with candidates solely trying to prove their worth.
But Gen Z candidates have flipped the script. Their intelligence, confidence and ability to ask the right questions mean they’re evaluating their potential employers just as much as they are being evaluated.
For human resource professionals and hiring panels, this is both a challenge and an opportunity. A poorly prepared panel risks losing talented candidates, while those who can articulate the organisation’s vision and passion will leave a lasting impression.
Gen Z is here to redefine the workplace and the way we approach hiring. Their questions are not a challenge to authority but a testament to their desire to align their skills and passion with organisations that inspire them.
So, to all interviewers: Be ready to share your passion and purpose. The tables have turned, and in this era of mutual evaluation, we should celebrate the rise of candidates who know their worth and have the courage to seek alignment with employers who share their values because therein lies the power of Gen Z.
DR POLA SINGH
Kuala Lumpur
