"It's no secret that the job market for Gen Z isn't great -and many young people rely on their parents for help, ranging from financial support to health insurance to job leads. One 2024 study found that more than half of Gen Z asked their parents to find them job opportunities, with 53% of that group reporting that their parents had found them jobs to apply to through personal connections."
"It's to truly support the development of the nepo babies so that if they do rise to a role in the organization that's going to be a leadership role, they will be credible," she said. "They will have the experience, and they will be able to properly steer the organization so that the 'nepo' part was just opening the door, and they do the rest."
"The really good companies will completely blind [the connection] from the decision-making process so you don't even know it's a referral," she said. "You try to hide that so that it's inherently an unbiased process."
The job market for Gen Z is weak, prompting many young adults to rely on parental support for finances, health insurance, and job leads. A 2024 study found more than half of Gen Z asked parents to find job opportunities, and 53% reported parents found jobs through personal connections. Employers can reduce nepotistic advantage by blinding referral origins in hiring so referral status does not influence decision-making. When referrals are unavoidable for relatives of owners or executives, rotational programs for junior employees can provide broad hands-on experience and leadership credibility. Employees hired through friends or family should undergo secondary, unbiased performance reviews to ensure fair evaluation and advancement.
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