How Gen Zs can ace the job interview

You’re sitting in the waiting room, mentally rehearsing your answers while the company’s branded posters cheer ‘integrity’, ‘respect’, and ‘inclusiveness’.

A decade ago, the unspoken instructions were clear: smile, nod, and prove you’re the ultimate blank slate – someone who can adapt to anything, say all the right things, and never rock the boat.

But the Gen Zs are rewriting those rules. A 2024 Deloitte survey found that over 50 per cent of Gen Z candidates in Singapore say they won’t work for a company whose values don’t align with their own – even if the paycheque is tempting. For them, interviews aren’t just a stage to impress the panel, but a two-way street: a mutual “vibe check” to figure out if this is a place to truly grow, or just another job description wrapped in fancy words.

What is Gen Z’s attitude towards work?

This shift didn’t happen overnight. 

Broadly defined as those born between 1997 and 2012, Gen Z grew up amid global upheavals – the COVID-19 pandemic, open discussions about mental health, and louder demands for diversity. Gen Zs have redefined flexibility and sharpened their career instincts, approaching interviews with clear boundaries, pointed questions, and a strong sense of self-worth.

Recruiters and career coaches say the most successful candidates are smart, prepared, curious – and unapologetically themselves. They understand that interviews are no longer about contorting into the ideal employee image. 

In other words, you’re not just hoping they’ll choose you – you’re deciding whether you’ll choose them.

Are Gen Zs struggling in the job market?

Even amid a competitive market, Gen Z candidates can gain an edge by showing authenticity, asking meaningful questions, and leaving a lasting impression without compromising who they are. Recent surveys show fewer fresh graduates secured full-time employment in 2024, with university grads at 79.5 per cent – down from 84.1 per cent in 2023. Economic and structural factors, including AI, are reshaping opportunities, making strategic self-presentation more important than ever.

Being digital natives with side hustles and strong values, Gen Z still brings fresh energy to the workplace – but also faces misconceptions about being unpolished or entitled. With the right strategies, though, this generation can not only stand out but also reshape how hiring conversations happen. 

Her World spoke to four career professionals – recruiter Ms Goh Shi Hua (Robert Walters Singapore), Mr David Blasco (Randstad Singapore), career coach Ms Cindi Wirawan, and Ms Genevieve Chia (NUS Centre for Future-ready Graduates) – to understand how Gen Z can navigate interviews successfully, from resumes to follow-ups, without losing authenticity.

How can Gen Zs stand out?

1. Update your resume

For Gen Z, the resume is no longer just a one-page summary, but a multi-platform portfolio. 

“Gen Z is more confident in using LinkedIn early in their careers,” says Ms Goh Shi Hua, Senior Consultant at recruitment agency Robert Walters Singapore. Beyond the basics, many young professionals highlight certifications, passion projects, or creative work on platforms like GitHub, personal websites, or even TikTok.

Video resumes or voice introductions are also gaining traction, particularly in creative or client-facing fields. But Ms Goh cautions that quality is key: poorly executed attempts – those that feel too casual or lack structure – can do more harm than good.

Mr David Blasco, Country Director at Randstad Singapore, adds: “Videos should be short, clear, and professional, containing critical information about your experience while showcasing a polished image.”

Ms Cindi Wirawan, a private career coach, notes that universities like SMU now provide AI-powered resume builders, mock interviews, and alumni mentorship. “A strong LinkedIn presence or side project can set you apart, but only if it reinforces your story.” She adds that candidates’ broader digital footprint should support the professional narrative they want to convey.

2. Tell your story, not just a script

Trying to be the ‘perfect’ candidate often reads as overrehearsed. Imposter syndrome can lead candidates to undersell themselves.

“Authenticity matters,” Ms Goh says. “Interviewers can tell when you’re putting on a persona.”

At the National University of Singapore’s Centre for Future-ready Graduates (NUS CFG), Senior Associate Director Genevieve Chia adds, “Some Gen Z candidates approach interviews like exams, trying to deliver the “right” answer rather than sharing a story that reflects who they are.” 

The trick isn’t to overshare, but to show clarity, honesty, and conviction. Practicing personal questions like “Tell me about yourself” helps convey values and ambitions naturally.

Ms Wirawan cautions against relying too heavily on model answers from TikTok or ChatGPT. “It’s not just what you say, but how you say it,” she notes. Many young professionals overlook the importance of crafting stories that highlight soft skills like resilience, initiative, and adaptability – hard skills alone rarely carry a candidate through an interview.

Importantly, Gen Z candidates sometimes underestimate the value of their own experiences, Ms Genevieve Chia adds. Part-time jobs, volunteer work, or personal projects can all showcase transferable skills – projects that demonstrate unique abilities and tangible results often leave the strongest impression.

3. Practice, practice, practice

Interviews today go beyond standard questions – behavioural and scenario-based interviews are increasingly common. “These interviews show how you react and make decisions,” says Mr Blasco.

Preparation is essential. Mock interviews, even solo practice runs recorded for review, help pinpoint areas to improve. AI tools can provide feedback to refine responses, ensuring candidates are deliberate, adaptable, and confident.

4. Know the company beyond just the ‘About Us’ page

Ms Goh notes that candidates often focus on what they want from the company, rather than what they can contribute.

David Blasco, Country Director at Randstad Singapore, adds that understanding a company’s mission and values is key. “Interviewers will discuss culture fit and alignment,” he says. While there’s no single “right” answer about personality or style, knowing what matters to the organisation helps candidates demonstrate how they can thrive within it.

5. Work towards a ‘career sweet spot’

Standing out in an interview starts with self-reflection. “When your answers come from genuine self-awareness, they naturally sound more confident and compelling,” says Ms Chia.

That said, Gen Z should reconsider the oft-repeated advice to “just be yourself”. Authenticity is important, but interviews remain professional interactions with clear objectives. Ms Wirawan advises that early-career candidates focus on curiosity and skill-building to find a ‘career sweet spot’ – where personal interests, strengths, and market demand intersect.

6. Ask smart questions

Interviews are also an opportunity to evaluate the company. “Ask informed, specific questions that show you’ve done your homework,” advises Ms Chia, such as referencing company announcements or shifts in the competitive landscape.

Mr David Blasco adds: “The best candidates go beyond the basic brief, asking questions that reveal a desire to contribute meaningfully and learn.” Framing questions positively – highlighting eagerness to develop skills and support company goals – leaves a lasting impression.

7. Talk about what you need, thoughtfully

Interviews are a two-way street, and being clear about your needs can set you apart – if framed professionally. Ms Goh notes that discussing compensation, flexibility, or mental health thoughtfully can foster alignment. 

Instead of “How soon can I be promoted?” or “Do you offer WFH?” try: “I’m keen to understand what growth looks like in this role” or “How does the team structure its workflow?”

Mr Blasco also emphasises: “Success lies in expressing these preferences respectfully, and emphasising how these conditions can drive better performance, rather than being benefits that employees are wholly entitled to.”

8. Show that you’re coachable

In today’s job market, technical skills alone aren’t enough. Employers increasingly value adaptability, communication, initiative, ownership, and emotional intelligence – in other words, those who are coachable. 

“We are seeing interviewers set more behavioural and scenario-based questions and emphasise culture fit and soft skills,” Ms Goh notes. 

She advises candidates to reflect on times they were challenged or corrected, ask for feedback post-interview, and show how they’ve applied advice from internships, professors, or side projects.

9. Play the ‘long game’

The interview doesn’t end at the door, Ms Goh shares: “Send a thank-you email within 24 hours – make it personal by referencing something specific discussed in the interview; reiterate your interest and clarify any missed points.” She warns against being overly persistent or using multiple channels. 

Mr David Blasco notes that requesting feedback after an interview demonstrates a genuine desire to improve, a point echoed by Ms Genevieve Chia: “Reaffirm your enthusiasm and appreciation for the interviewer’s time.”

In short, thoughtful follow-ups signal engagement, gratitude, and coachability – leaving a lasting impression long after the handshake.

Gen Z isn’t just entering the workforce – they’re reshaping it. By showing up authentically, preparing strategically, and engaging thoughtfully, young professionals can ace interviews without selling out. 

In a world where values, flexibility, and wellness matter as much as skills, the best strategy is simply to be yourself – thoughtfully and confidently.