Would you take a candidate seriously at an interview if they turned up with an iced coffee? It’s a debate that started when US corporate recruiter Caitlin Wehniainen posted on TikTok that she was seeing Gen Z candidates arrive at interviews carrying iced beverages, which can make an interview look like another stop in a day of errands rather than something the candidate has specifically prepared for.
The response has been sharply divided: some recruiters agree; others argue that judging a capable candidate because they are holding a matcha latte shows exactly why workplace culture needs to change.
Laura Conway, candidate experience manager at Gi Group, a global leader in recruitment, says it shouldn’t be the coffee itself that determines how a candidate is assessed: “We would always encourage employers to focus on the suitability of the candidate for the role rather than small details that don’t have a genuine bearing on their ability to do the job. However, something as simple as carrying a coffee could potentially contribute to an overall impression of how formally or informally a candidate is approaching the meeting, particularly in a more traditional working environment.”
Gen Z are an easy target for older colleagues, who get upset when younger co-workers leave on time and prioritise work-life balance. Here, recruitment experts explain that both sides have faults, and much of the criticism levelled at the generation is unfair.
Not knowing the unwritten rules of work
Despite what some older colleagues may tell you, people rarely turn up to their first job able to hit the ground running, and often there are rules and procedures that those currently working there expect people to pick up without being told.
As Kirsten Barnes, chief executive of Bright Network, an early career platform that connects students and graduates with opportunities, says, every generation makes mistakes at the start of their careers. The issue with Gen Z is that they are entering the workforce during a transition to flexible and online work, which puts them at a disadvantage.
As Barnes says: “Many in this generation began their careers remotely or in hybrid roles, and there are also fewer opportunities to build early workplace experience through weekend jobs or summer work. So much of how you learn the unwritten rules of work, how to speak to a senior colleague, how to deal with customers or colleagues, when to ask a question and when to work it out, is picked up almost by osmosis.”
Barnes says there has to be responsibility on both sides: “Young people need to adapt and learn how to operate in a professional environment, but employers need to be clear about what ‘good’ looks like, and recognise that some of the unwritten rules of work need to be taught and learnt, rather than simply assumed.”
They dismiss analogue skills
Emma McDowell, head of candidate delivery at Flex Legal, which runs a scheme to help young people get their first legal roles, says sometimes, basic office etiquette and the importance of analogue skills need to be explained.
McDowell says skills such as networking, phone calls, and in-person meetings are becoming highly desirable, and Gen Z need to get comfortable with them or face getting left behind. “The things we commonly discuss are the importance of turning up on time, not using your mobile phones at your desk, turning your camera on when you’re on a Zoom call, and making phone calls,” says McDowell.
These might be skills that other generations take for granted, but as McDowell says, we can’t assume that Gen Z will know these things, as they’ve grown up in a very different world: “Many things – like phoning to get a quick answer – we’ve learnt without realising it, they’ve just been a part of our lives.”
Often, a quick phone call can clear a problem up quicker than a lengthy email exchange, and things like tone can also get lost over email, so getting over that fear of the phone may end up saving you time in the long run.
‘At the moment, you can spot AI use a mile off,’ says Emma McDowell, head of candidate delivery at Flex LegalHaving high expectations of progression
Deloitte’s 2025 global research found that 50 per cent of Gen Z wanted managers to teach and mentor them, while only 36 per cent said their managers actually did so. Gen Z respondents also expected rapid progression in their roles, and placed considerable importance on on-the-job development.
Barnes says: “Our latest research found that the number one thing students want from their time in the office is the opportunity to learn from others, and 95 per cent would like employers to provide training and development to help them make the transition into the workplace.”
According to Barnes, employers need to provide mentoring opportunities to help enable progression and explain that progression usually requires evidence of performance, not simply having spent a certain amount of time in the job.
They don’t tailor themselves to the working environment
Professionalism doesn’t look exactly the same in every industry, and Conway says candidates should always consider the culture and environment they are interviewing for.
She explains: “We might advise someone interviewing for a highly traditional financial, legal or corporate environment to take a more formal approach to their dress, communication, and overall presentation. However, the fundamentals remain the same regardless of the industry: arrive prepared and on time, understand the organisation and the role, communicate clearly, demonstrate your relevant skills, and show genuine interest.”
Conway says candidates should understand professional expectations, but recruiters should also question whether those expectations are relevant to the role: “Recruitment decisions should be based on skills, behaviours, and suitability rather than assumptions about age or background.”
An over-reliance on AI
McDowell says younger people have been criticised for overusing AI, particularly for jumping straight to using it without thinking through the issue, whereas older colleagues may spend time working through a problem without using these tools.
“At the moment, you can spot AI use a mile off and there’s a fear that it can leave Gen Z, in particular, missing out on learning opportunities. However, it will be very much baked into work, and life, in 10 years’ time and we will all have to adapt. We run sessions on AI pitfalls and the ethical use of AI, so we can address some of the challenges that AI poses to Gen Z in the workplace, as well as practical training on how to get the most out of it.”
Expecting flexible working immediately
Working from home used to be frowned upon, but McDowell says few roles and professions will require people to work in the office for five days a week.
Flexibility suits Gen Z, as it means people can live further from cities and commute less, which is particularly useful in the current cost of living crisis. “Gen Z are more likely to expect hybrid working, in my experience, and many employers will offer it, although there’s definitely been a move by employers to introduce more time in the office this year,” says McDowell.
Flexible working still has to be compatible with doing the job, and it cannot be guaranteed immediately. Many jobs require you to be on site more at the beginning of a contract to build relationships and learn the ropes. Demanding instant flexible working or working from home on days when you are required in the office may indicate to employers that you’re not taking your commitment to the role seriously.
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