Hiring managers of the world, you're judging Gen Z too harshly. The brain is still under construction from 14 to 24, science shows | Fortune

"Unemployment has risen sharply for workers in their late teens and 20s trying to get started in today's job market. There are many reasons: fewer openings as companies hold back on hiring, limited turnover as older workers stay put, a lack of professional networks for young people just starting out and rapid changes in technology. What doesn't help are the negative perceptions that employers hold about this generation - and that too many in our society have held about adolescence for far too long."

"For example, a national survey found that nearly 75% of managers believe Gen Z is the most difficult generation to work with. Attitudes like these can easily become self-fulfilling. In a moment when we need every willing worker engaged, we simply can't afford to sideline young people who are ready and eager to contribute. Whatever the cause of the " Gen Z hiring nightmare," this is not just a short-term challenge."

"So rather than looking past young workers - or worse, viewing them as problems to fix - it's more important than ever that employers focus on hiring, mentoring and investing in them. That's one of the most powerful things businesses can do both for their companies and for our country. As I share in my new book, , adolescent brain science shows that the teens and early 20s are an extraordinary window of opportunity."

Unemployment has risen sharply among workers in their late teens and twenties seeking entry-level positions. Employers are offering fewer openings as companies hold back on hiring, and limited turnover occurs as older workers delay leaving jobs. Young people often lack professional networks and must adapt to rapid technological change. Negative employer perceptions about Gen Z are widespread and can become self-fulfilling, reducing hiring opportunities. Widespread youth unemployment poses long-term risks to the economy and communities and wastes young people's potential. Employers can mitigate these harms by hiring, mentoring, and investing in young talent while cultivating both personal development and professional skills.

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