Artificial intelligence has rapidly transformed the hiring landscape, and some employers are questioning the need to recruit human candidates at all—especially those just entering the workforce. A growing preference among managers for exploring ways to leverage AI in lieu of hiring means Gen-Z job seekers face steeper competition and may struggle to get a foot in the door.
Below, 18 members of Forbes Coaches Council share key strategies to help Gen-Z job seekers make a splash in a job market increasingly influenced by AI. From demonstrating uniquely human skills such as creativity and emotional intelligence to conducting thorough research on organizations, these approaches can help today’s entry-level candidates create positive and lasting impressions.
1. Do What AI Can’t Do In Your Job Search
If you follow the process and submit résumés through systems that are driven by AI, don’t be surprised if you struggle. Do the things that AI can‘t do well: Reach out to individuals, call people and network. Your next best job opportunity is not in a database; it is embedded in the pain a hiring manager is having daily. – Jim Vaselopulos, Rafti Advisors, LLC
2. Lead With Curiosity And Critical Thinking
AI still needs humans to frame the problems and connect the dots. Gen-Z job seekers should lean in—learn the value of AI, but lead with curiosity, clarity and critical thinking. Show you can communicate with heart and solve real problems. Hiring you isn’t a compromise—it’s a competitive edge. In an AI-saturated world, human leadership still matters. – Jodie Charlop, Exceleration Partners
3. Go Above And Beyond With Research
Go above and beyond! Research the company’s recent work and be prepared to share how you would add value. Demonstrate your creativity by including how you’d leverage AI to help them achieve their goals more efficiently, and you are sure to stand out. Connect with current employees for informational interviews and to share your interest in working at the organization. – Meredith Leigh Moore, Leverette Weekes
4. Become Proficient With AI Tools
AI is in its infancy and has a lot of limitations. Some of what is called AI is really automation. AI today is a tool, not a replacement. Learning to be proficient with AI tools to enhance your skill set and make you more proficient and efficient gives an employer an advantage in hiring you. They get the best of both worlds—the human factor, emotional intelligence and technological skills. – LindaAnn Rogers, SPHR, sHRBP, CBC, Aspire to Align
5. Show Initiative In Figuring Things Out
Today’s job seeker has to show initiative and an ability to figure things out. They have grown up with easy access to many things—highlighting their ability to dig into something and figure it out for themselves while identifying and using their resources demonstrates key skills that can set them apart from the stereotypes. Also, it’s important not to ask for minor clarifications and instead operate independently. – Brianna Jackson
6. Overcome Biases With A Hardworking Attitude
Unfortunately, Gen-Z job seekers need to overcome harmful generational biases that hiring managers may have toward them. They must highlight the facts that they are hardworking, they don’t expect to come into the organization in a high-level role, and they want to grow their careers in that company versus job hopping. Other areas to highlight would be their social and emotional intelligence skills. – Lindsey Zajac, Ascendant
7. Prove You Can Bridge The Gap
Gen-Z job seekers need to prove they can bridge the gap between AI and the existing workforce. Instead of competing with AI, they should highlight their ability to collaborate with technology and people, leveraging AI for efficiency while bringing critical thinking, adaptability and human insight to the table, optimizing workflows or facilitating cross-generational collaboration. – Stephan Lendi, Newbury Media & Communications GmbH
8. Master Soft Skills And Emotional Intelligence
AI is changing hiring, but emotional intelligence remains a human advantage. Gen-Z job seekers can stand out by mastering soft skills AI lacks—empathy, adaptability and trust-building. Show a growth mindset, professionalism and strong communication skills in interviews. Employers need leaders, not just workers—differentiate yourself by excelling at what AI cannot. – Alex Draper, DX Learning Solutions
9. Draw On Social Capital; Master In-Person Influence
Draw on your social capital and master the art of in-person influence. While AI can automate tasks, it cannot truly build relationships. Gen-Z job seekers should focus on in-person networking, attending industry events and scheduling coffee connections with decision-makers. A hiring decision isn’t just about skills—it’s about trust. Being the face they remember gives you an edge AI will never have. – Arthi Rabikrisson, Prerna Advisory
10. Develop A Unique Personal Brand
In today’s hiring landscape, Gen-Z job seekers should focus on developing a unique personal brand that highlights adaptability, emotional intelligence and creativity—qualities AI lacks. By showcasing human value, relationship-building skills and innovation, they can stand out. Networking and gaining experience through internships or side projects can further enhance their appeal to employers. – Maryam Daryabegi, Innovation Bazar
11. Prove Impact Instead Of Listing Skills
Gen-Z job seekers need to do what AI can’t: Demonstrate adaptability, critical thinking and strategic initiative. Instead of listing skills, prove impact: “I spotted X inefficiency, tested Y solution and improved Z result.” Hiring managers don’t need another chatbot—they need people who think, challenge and create beyond the algorithm. – Alla Adam, Adam Impact Institute
12. Sharpen Communication Skills
One of the biggest things Gen-Z can do is sharpen their communication skills. Gen-Z job seekers need to show they can connect on a personal level, collaborate and demonstrate emotional intelligence. Employers are looking for that balance of tech-savviness and strong human connection. If they nail that, they’ll stand out every time. – Veronica Angela, CONQUER EDGE, LLC
13. Add Value Up Front
It’s important to add value. A manager preferring AI over a candidate occurs when the manager can’t see enough value. So add value first. Create an insight, a document, a path, a vision or anything that demonstrates value to your prospective employer. Don’t just carry a CV; carry a solution. Give value beforehand, and you will stand out with a definitive competitive advantage. – Dr. Chetan Walia, Chetan Walia Consulting
14. Embrace An Exponential Mindset
Gen-Z job seekers need to embrace an exponential mindset. AI is accelerating, but humans still dominate in creativity, emotional intelligence and moonshot thinking. The key? Become digitally fluent, leverage AI as a tool (not a threat) and showcase adaptability. In a world of rapid change, those who learn fastest and think 10 times bigger will always have a seat at the table. – Adam Levine, InnerXLab
15. Anticipate How To Make Bosses’ Lives Easier
The greatest value Gen-Zers can offer is their desire to make the lives of their bosses easier by going out of their way on tasks the leader may not have asked for. AI will not anticipate what else can be done for the leader. It can only respond to the data and tasks it’s been given. To differentiate from the impact of AI, lean into this old-school approach to adding value in the workplace. – Lynn Smith, Lynn Smith Media & Communications
16. Hone Your Interview Skills
Interview well to distinguish yourself as a Gen-Zer. A true lost art is interviewing—from both the candidate and the hiring manager’s side. Developing stories, building presentations and coming up with innovative, thoughtful answers can become the basis of how you communicate outside of the performance of interviewing. Show how you can stand out thought-wise and articulate answers to difficult questions. – John M. O’Connor, Career Pro Inc.
17. Emphasize Reliability And Openness To Learning
Gen-Z candidates need to emphasize their willingness to be reliable, to be open to learning and feedback and to work well with others on the team. Candidates who are self-aware, motivated, creative and passionate about the organization’s mission will outcompete AI any day of the week. When you have the opportunity for a phone call or an in-person meeting (even versus virtual), take it. – Christine Allen, Ph.D., Insight Business Works
18. Use The Language Of Decision-Makers
Speak the language of business and decision-makers. AI will never automate relationships. To stand out, Gen-Z needs to learn to communicate how their role impacts the bottom line in a way that resonates with older decision-makers. Understanding what leaders value, framing skills in terms of impact and demonstrating adaptability will make them indispensable in an AI-driven hiring landscape. – Leisse Wilcox, Leisse Wilcox Consulting Inc