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Writer's pictureYsh Estayo

Comparative Interview: The X and Z

Updated: Jun 4


Authored by Ysh Estayo | Posted on April 22, 2024 | Manila, Philippines



Generation labels in the workplace, a problem to be solved?


Generational labels often highlight the differences between employees rather than fostering collaboration. I recently conducted interviews with candidates from two distinct generations for a managerial position to explore these dynamics further.


Interview with a Gen Z Candidate


I interviewed a 25-year-old candidate for a managerial position.


My initial question, "How did you become a manager?" was met with confidence.

She explained that the journey was straightforward for her and expressed a clear goal: to earn a six-figure salary. Her frequent job changes were driven by her quest for the right workplace culture and environment.


However, during the technical interview, her responses were less coherent, possibly due to nervousness or language fatigue. While she had rehearsed well for questions like "Tell me about yourself," she struggled with more technical and situational inquiries. We discussed various aspects of the role, workplace culture, and Filipino values.


Despite her initial confidence, she seemed overwhelmed by the end.


When she asked for advice on improving as a manager, I emphasized the complexities of the role beyond technical skills and language proficiency. Effective management requires more than just being tech-savvy; it involves decision-making, critical thinking, and motivating a team, skills that can't be easily learned from internet searches.


She did not follow up about the outcome of the interview.



Interview with a Gen X Candidate


Next, I interviewed a 56-year-old candidate, whose extensive resume reflected decades of experience.


Initially, I was surprised by his age and the length of his resume, which read like a detailed professional module. He introduced himself humbly, expressing his willingness to accept any position that would support his family.


Despite his extensive qualifications and achievements, he approached the interview with humility and pragmatism. His responses were insightful and calm, demonstrating a deep understanding of hard work and dedication.


Unlike the Gen Z candidate, he did not focus on job titles but on the importance of providing for his family. He handled all technical inquiries smoothly, as if we were having a casual conversation over coffee.


Analysis and Conclusion


These interviews highlighted the significant differences between generational approaches to work. The Gen Z candidate's focus on workplace culture and rapid career advancement contrasts sharply with the Gen X candidate's emphasis on job stability and family support. The generational gap presents a challenge for hiring and retention.


During a recent training session, this issue was discussed extensively without reaching a resolution. Top executives and company founders are witnessing firsthand the shifting workplace dynamics, and there is a need for further study and experimentation to understand and address these changes.


Closing


Understanding and bridging the gap between generational expectations and values is crucial for a harmonious and productive workplace. Companies must adapt their strategies to accommodate the diverse needs of their workforce.


Feel free to stay informed, make observations, and document your findings as we navigate these evolving dynamics.




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