Career catfishing, a phenomenon where individuals accept job offers but fail to show up on their first day without any explanation, is stirring concerns among business leaders. A recent survey highlights that one in three Gen Z employees in the UK has admitted to this practice. This trend is not only prevalent among Gen Z but also affects other generations, with one in four Millennials, 11% of Gen X, and 7% of Baby Boomers acknowledging similar behaviors.
In Australia, business leaders are increasingly apprehensive about Gen Z's expectations for rapid career progression and promotions. A staggering 28% of these leaders express worry over this issue. Additionally, 25% fear that their young staff may resort to "quiet quitting," while 31% are anxious about the younger workforce's apparent lack of long-term commitment or loyalty to companies.
According to Matt Loop, VP and Head of Asia at HR platform start-up Rippling, career catfishing reflects broader shifts happening within the workplace. These changes are pushing companies to reconsider their recruitment strategies and workplace cultures.
“In this competitive, often brutal hiring environment, some candidates might see this as a way to reclaim the balance of power, by challenging traditional workplace norms and prompting companies to reassess their recruitment strategies and workplace cultures,” – Loop
Recruiters have responded to this trend by contacting new hires shortly before their start date as a reminder. Tammie Christofis Ballis, an Australian recruitment expert and career coach, confirms the prevalence of career catfishing, citing her own experiences with candidates reapplying to companies they previously ghosted.
“It is such a common occurrence that recruiters will often ring new hires the week and day before their start date to remind them to turn up for their first day.” – Ballis
Ballis emphasizes the importance of maintaining professional communication. If a candidate decides not to take the job, they should inform the employer promptly to avoid damaging their reputation.
“You’ve got to be careful with your reputation. Just do the right thing,” – Ballis
To prevent career catfishing, companies are advised to establish clear and professional communication processes. If a candidate does not appear on their first day, Ballis suggests closing the relationship professionally to allow the company to seek another candidate without undue delay.
Loop advises employers to remain proactive in adapting to changing workforce dynamics. Understanding what Gen Z values can help companies stay ahead in recruitment and retention strategies.
“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
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