Gen Z’s job hunt has a new player: Mom and dad

For much of the modern labour market, the job interview has functioned as a threshold into adulthood. You arrive alone, sit across from strangers, and answer questions that test not only what you know but how you carry yourself. It is one of the first moments when people and organisations treat you not as a student or child but as a worker.

For a growing share of Generation Z, that moment is no longer solitary.

New research from career platform Zety shows that some young candidates are bringing their parents with them into the hiring process. According to the survey, one in five Gen Z job seekers say they have taken a parent to a job interview, while many others involve them in earlier stages of recruitment.

The trend is unfolding during a difficult entry point into the labour market. Young people are entering one of the most challenging hiring environments in recent years, with rising unemployment among new graduates. A record number of young adults are now classified as NEETs, which refers to people not in education, employment, or training.

In that environment, parental support is extending beyond advice.

When support enters the interview room

The involvement is not always subtle. In many cases, parents are not just offering preparation at home or reviewing a resume. They are physically present during the recruitment process.

The survey by Zety found that one in five respondents said a parent had contacted an employer or recruiter on their behalf. That contact can take several forms. Some parents email recruiters to follow up on applications, others call hiring managers directly to advocate for their child’s candidacy.

The involvement can extend even further once an offer is on the table.

About a third of respondents said their parents helped them negotiate salary. Ten per cent reported that a parent negotiated directly with the employer. Even after employment begins, the relationship sometimes remains visible in the workplace. The research found that 56 per cent of respondents had parents visit their workplace outside formal events.

What may feel like support within families can appear very different to employers.

Employers see a warning sign

Hiring managers are already reporting concerns about workplace readiness among young employees. Some employers say that new hires are struggling with communication, feedback, and basic professional expectations.

Against that backdrop, parental presence during recruitment can raise doubts about independence.

Investor and television personality Kevin O’Leary recently criticised the trend after witnessing it during a remote interview. Speaking to Fox Business, he called the behaviour a “horrific signal”, arguing that it raises questions about whether a candidate can make decisions on their own. According to him, when this happens, the resume goes “right into the garbage.”


The criticism mirros a concern among employers. If a candidate cannot manage an interview independently, some hiring managers ask how that person might handle client meetings, presentations, or performance reviews.

The numbers also suggest how strong parental influence remains for this generation. Survey findings indicate that nearly 70 per cent of Gen Z respondents receive regular career advice from their parents, while about a third say their parents have the strongest influence over their career choices.

For many young adults, family remains the first support system when navigating work.

A generation raised with close guidance

The pattern does not necessarily stem from dependency alone. Many members of Gen Z grew up in environments where parents remained closely involved in education and career planning. The transition from school to work therefore continues that relationship rather than breaking from it.

In some cases, the presence of a parent is more about reassurance. I remember taking my own mother with me to my first job interview. She was there throughout the two hours of the written test that formed part of the hiring process. It was not because I needed her to speak for me or help me answer questions. I completed the interview on my own. But like many people in my generation, I had grown used to having family nearby during important moments. Her presence was more about support rather than representation.

This very difference between support and substitution is where employers draw the line.

Where assistance becomes a liability

Parents reviewing resumes or offering career advice is widely accepted. Many employers understand that families often play a role in helping young people navigate the early stages of their careers. Although, the meaning changes when advice turns into direct participation.

When a parent contacts recruiters, negotiates salary with employers, or sits across the table during an interview, the signal changes. What began as encouragement can appear as an inability to operate independently.

That perception carries consequences in hiring decisions.

As Kevin O’Leary warned, candidates who arrive with a parent risk sending the wrong message before the conversation even begins.

For employers trying to assess judgement, initiative, and communication, the presence of a parental plus one may answer those questions faster than the interview itself.
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