One in three Gen Z employees admit to accepting job offers but never showing up, raising concerns among employers about hiring challenges.
A surprising trend has emerged among young workers. Many Gen Z employees are admitting to a practice called “career catfishing.”
This happens when someone accepts a job but does not show up for their first day without any notice.
Recent surveys reveal that one in three Gen Z workers have done this.
Understanding career catfishing behavior
Career catfishing is becoming more common in the workplace.
A survey conducted in the UK found that about 33% of Gen Z employees have participated in this behavior.
Interestingly, it is not just young workers who are doing this. Around 25% of Millennials have also admitted to similar actions.
In contrast, only a small number of Gen X and Baby Boomer workers have reported this behavior.
Recruiters are noticing this trend frequently. Tammie Christofis Ballis, a career coach, mentioned that it happens “all the time.”
She emphasized that some recruiters now call new hires a week before their start date to remind them to show up.
Even with these reminders, some still do not arrive.
“I think now with the new generations, where they’re scared to pick up the phone, they might have found another job, and they don’t want to let the other person down, so they just ghost and don’t turn up,” Ballis said.
Reasons behind this trend of Gen Z
There are various reasons why young workers choose to ghost their new jobs.
One reason is that they may have found a better opportunity and do not want to confront their new employer.
Some young people feel uncomfortable making phone calls to explain their change of heart. Instead, they prefer to simply not show up.
Ballis warns that this behavior can harm future job prospects.
If a candidate does not show up to a job they accepted, it can damage their reputation in the industry.
Word can spread quickly, and this may affect their chances of finding work in the future.
Impact on employers and workplaces
Employers are feeling the effects of this trend. Many worry about the commitment and loyalty of younger workers.
A survey of Australian business leaders found that 31% are concerned about Gen Z employees sticking with their jobs.
Additionally, 28% of employers are worried about young workers wanting fast promotions and career advancement.
Matt Loop, a human resources expert, suggests that career catfishing may represent a silent protest against unsatisfactory work environments.
Gen Z workers may be trying to reclaim power in a competitive job market.
They want their voices heard regarding workplace culture and hiring processes.
Advice for young workers
For those considering catfishing jobs, experts recommend being honest.
If you have accepted a job but changed your mind, it is better to communicate directly with the employer.
Sending a polite email explaining your situation is a professional way to handle the situation.
This approach can help maintain a good relationship with the company and prevent any damage to your reputation.
Ballis encourages young workers to do the right thing. She believes that being respectful and transparent can lead to better opportunities in the future.
Closing the door on a job professionally leaves a positive impression.
“You’ve got to be careful with your reputation. Just do the right thing,” she said.
“If you’re too scared to call, just email say, ‘Look, I’m so sorry. I’ve had a change of heart, or I’ve been offered another position. I’m no longer going to be starting anymore. Thank you so much. I wish you all the best’.”
Employers need to adapt
To address these changing dynamics, employers must rethink their hiring practices.
Companies should create environments that appeal to younger workers.
This may involve offering flexible work arrangements, clear job descriptions, and open lines of communication.
“Many of them are incredibly driven, resourceful, and loyal to businesses that invest in them,” he said.
“Rather than mere ‘fears’, I think these concerns reflect a shifting reality in how we work, how quickly skills become outdated, and how young professionals are trying to keep pace.”
According to Loop, adapting to the desires of Gen Z can help build stronger teams.
Companies that invest in understanding what younger employees value will likely see better engagement and retention rates.
“My advice to employers is to stay proactive, rethink traditional recruiting and onboarding strategies, and leverage data-driven insights to understand what Gen Z workers value,” Loop said.
“Those who adapt will not only navigate these changes but also build stronger, more engaged teams in the process.”