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As the digitised generation, Gen Z has become infinitely more accustomed to making connections by way of smartphones, relative to their older counterparts. But does this mean Gen Z workers are avoiding “real” face-to-face connections?
For Gen Z, every connection can now be made through technology. The dating scene is a perfect example of this, with various matching apps creating convenience and security for what is usually a daunting task in person.
The digital habits go far beyond mere dating apps, as technology is fundamentally changing how the workplace/law world operates. In terms of the job search, Craig Sneesby, managing director of u&u Recruitment Partners, notes a significant shift: “Only 6 per cent of our interviews are conducted in person. Most applicants now prefer the ease and convenience of virtual meetings.”
It highlights the broader trend of moving towards digital communication within professional settings. Although Gen Z is set up perfectly for this shift towards a more digital communication-based era, cultivating those skills to thrive when it comes to face-to-face discourse is still crucial in the workplace.
Sneesby worries that if Gen Z workers avoid face-to-face interactions, prioritising digital communication, overall workplace culture could take a hit.
“Avoiding face-to-face interactions can hinder the development of trust and camaraderie, which are essential for effective teamwork. Recognising this, recruiters are having to increasingly emphasise the importance of in-person meetings during the hiring process,” said Sneesby.
“These in-person meetings help bridge the gap between Gen Z’s digital preferences and the need for ‘real’ human connections, allowing recruiters to pick up on non-verbal cues, build rapport, and establish trust. Plus, they convey a level of seriousness and commitment, setting a tone of mutual respect from the start.”
Balance is key. Digital communication can, of course, be a catalyst for better productivity and efficiency, but when working, building those real connections with colleagues and other people in the profession is imperative and, as Sneesby puts it, “irreplaceable”.
“While Gen Z’s digital-first mentality reflects a broader trend towards efficiency, it also highlights the need for balance. Virtual interactions offer convenience, but ‘real’ connections are irreplaceable. By encouraging in-person meetings, companies can support Gen Z in their professional journeys while maintaining the importance of human connection,” said Sneesby.
“The key is to embrace the digital world without sacrificing the value of real, face-to-face interactions. Whether swiping right on a dating app or applying for a job, finding a balance between the virtual and the real is the sweet spot for meaningful connections.”
As the technological landscape continues to evolve and professional settings increase integration, securing those real connections can be make or break within a workplace/law firm. Ensuring that Gen Z workers/lawyers have those opportunities to hone their craft with this balance should be a top priority for organisational leaders.
“So, as we navigate this digital landscape, let’s remember that sometimes, the best connections are made in person,” said Sneesby.
RELATED TERMS
The practice of actively seeking, locating, and employing people for a certain position or career in a corporation is known as recruitment.
Kace O'Neill
Kace O'Neill is a Graduate Journalist for HR Leader. Kace studied Media Communications and Maori studies at the University of Otago, he has a passion for sports and storytelling.
