Imagine: you’re a 20-something member of Gen Z, searching for a job in the current climate. Job sites offer openings, but few ideal fits. Interviews are infinite yet rarely feel legitimate. AI presents an ominous, growing obstacle. Stress is unending, optimism fleeting.
“The job market at the entry level is, indeed, broken right now, and Gen Z is taking the hit the hardest,” said Ian Skjervem, CEO of Smart Investors Daily.
The average new hire in 2025 was 42 years old, up from 40 in 2016, according to research by Revelio Labs. Meanwhile, employer hiring announcements fell by 34% in 2025.
If you’re 22 or 23, your career prospects look bleak.
The current job market is “putting Gen Zers in a unique position unlike any generation before it,” Melissa Elders, VP of Marketing for Artistry Restaurants, told The Food Institute.
“The issue isn’t that Gen Z employees aren’t willing to start at the bottom – the issue is there isn’t a bottom to start at anymore,” said Eric Kingsley, partner at Kingsley Szamet Employment Lawyers.
How Did We Get Here?
Gen Z’s hiring struggles are due to several factors. For one thing, older employees are working longer than before.
“Boomers are working longer for financial reasons – inflation has driven the median U.S. home price past $410,000 and many just can’t afford to retire,” Skjervem said. “Until that wave of older workers moves out, entry-level openings remain bottlenecked.”
Workers 65 and above have seen projected increases of almost 80% in hiring inflow between 2019 and 2025, he noted.
AI is making some entry-level jobs obsolete (as we’ll discuss more in a minute). And, many businesses that are hiring often seek employees with 2-5 years of prior experience.
“Many Gen Z candidates are facing intense competition for entry-level roles,” said Craig Dunaway, the COO of Penn Station East Coast Subs. “Gen Zers new to the market are being squeezed by those who have some level of experience.”
Gen Zers should assume that they’ll be operating in this environment for at least the next three to five years, Skjervem said.
AI’s Impact on the Workforce
Many business leaders make no bones about it: artificial intelligence is offering them real, invaluable efficiencies.
“One thing is clear, AI is here to stay, and it’s a great tool that allows businesses and industries of all types and sizes – including within the hospitality sector – to work smarter,” Elders said.
As an AI expert and CEO, Oisin Hanrahan has a unique perspective on the technology’s impact on human workers.
“There’s a real shift that we’re on the edge of right now, which is a reimagining of what people are going to do” for long-term employment, Hanrahan told FI.
“All across the board, we’re seeing a significant change in what’s expected that people are going to do. And I think it’s about looking at your role, looking at your skill set, and saying ‘What are things that I am particularly good at, what are the things that make my work particularly unique?’”
Moving forward, the CEO of Keychain added, workers of all experience levels will need to benchmark their skills against the boundless potential of AI. A daunting task, to say the least.
“The mistake is to think that AI is only going to do a small part of your job,” Hanrahan added. “The more forward-leaning approach will be to assume that AI can do a lot of your job, and then figuring out what’s the percent that you’re going to do that’s truly unique. That doesn’t mean it doesn’t add a ton of value; arguably the most important part is this human aspect where you can really add value and use discretion as a human.”
Hanrahan does agree, however, with experts that feel a large percentage of traditional, manual work is about to vanish forever.
3 Key Tips for Gen Z Job Seekers
Of the nearly one dozen industry experts The Food Institute spoke to for this article, they reached a virtual consensus on their tips for young job seekers in 2026. Their main suggestions:
- Build an understanding of AI
- Build real-world experience any way possible (examples: internships, part-time jobs, certifications, or hands-on training)
- Learn to communicate effectively
That last one isn’t always easy in an era of smartphones, texting, and endless streams of TikTok videos. Yet the uncomfortable truth remains: today’s young, “digital natives” need to learn to feel at home when speaking face-to-face.
“In business, communication is key,” Dunaway said, “and you can’t simply hide behind a keyboard or smartphone to communicate. You must be readily available and be able to engage in one-on-one or group-setting conversations.”
“Soft skills – such as the ability to communicate effectively, demonstrate empathy, problem-solve and adapt, as well as work as a team – are the skills that make candidates most hirable,” Elders said.
Also, today’s young job-seekers must be open-minded.
“There needs to be a willingness to see entry-level jobs not as dead ends but as skill laboratories,” said George Forrester, general manager of operations at Desky. “Managing a hectic Friday night rush at a restaurant builds more high-stakes problem-solving and emotional intelligence than almost any entry-level office role.”
How Hirers Can Help
Businesses looking for great entry-level employees should learn TikTok. … And Instagram. … And Discord. Businesses need to meet talented young job hopefuls where they’re at: on social media.
“We regularly celebrate our team members on social media for all that they do,” Elders noted. “That way, we’re not only recognizing our talented team members but telling stories more authentically about what it’s like to work at our restaurants. As those stories are shared, that goes a long way in attracting new talent.”
It would also behoove business owners to show young workers that there may be a long-term professional future for them if they apply for your job opening.
“Employers must position entry-level roles as career launchpads, not just jobs,” Dunaway said.
