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Are Gen Z lawyers afraid of making ‘real’ connections?
As the digitised generation, Gen Z has become infinitely more accustomed to making connections by way of smartphones, relative to their older counterparts. But does this mean Gen Z practitioners are avoiding “real” face-to-face connections?
Kace O'Neill
For Gen Z, every connection can now be made through technology. The dating scene is a perfect example of this, as various matching apps have created convenience and security for what is usually a daunting task in person.
In terms of the job search, Craig Sneesby, managing director of u&u Recruitment Partners, notes a significant shift: “Only 6 per cent of our interviews are conducted in-person. Most applicants now prefer the ease and convenience of virtual meetings.”
It highlights the broader trend of moving towards digital communication within professional settings. Although lawyers who form part of Gen Z are set up perfectly for this shift towards a more digital communication-based era, cultivating those skills to thrive when it comes to face-to-face discourse is still crucial in the practice of law.
Sneesby worries that if Gen Z workers, including lawyers, avoid face-to-face interactions, prioritising digital communication, overall workplace culture could take a hit.
“Avoiding face-to-face interactions can hinder the development of trust and camaraderie, which are essential for effective teamwork. Recognising this, recruiters are having to increasingly emphasise the importance of in-person meetings during the hiring process,” Sneesby said.
“These in-person meetings help bridge the gap between Gen Z’s digital preferences and the need for ‘real’ human connections, allowing recruiters to pick up on non-verbal cues, build rapport, and establish trust. Plus, they convey a level of seriousness and commitment, setting a tone of mutual respect from the start.”
As previously mentioned on Lawyers Weekly, young professionals coming into their initial role in law often question their ability to flourish in this space.
“We are finding that a number of undergrads, and even some later to law lawyers, lack confidence in their own abilities and need assistance with job applications and interviews because many have not worked or been involved in volunteering at university during their degrees because of COVID,” said national career strategist Susan Pincus.
This could be a by-product of having that digital communication-centric mindset. Working on your face-to-face communication skills could ease the anxiety that comes naturally during an in-person interview, which is why prioritising balance between these communication skills is important. Balance is key.
Digital communication can, of course, be a catalyst for better productivity and efficiency, but when practising law/working, building those real connections with colleagues and other people in the profession is imperative and, as Sneesby puts it, “irreplaceable”.
“While Gen Z’s digital-first mentality reflects a broader trend towards efficiency, it also highlights the need for balance. Virtual interactions offer convenience, but ‘real’ connections are irreplaceable. By encouraging in-person meetings, companies can support Gen Z in their professional journeys while maintaining the importance of human connection,” Sneesby said.
“The key is to embrace the digital world without sacrificing the value of real, face-to-face interactions. Whether swiping right on a dating app or applying for a job, finding a balance between the virtual and the real is the sweet spot for meaningful connections.”
As the technological landscape continues to evolve and professional settings increase integration, securing those real connections can be make or break within a workplace/law firm. Ensuring that Gen Z workers/lawyers have those opportunities to hone their craft with this balance should be a top priority for organisational leaders.
“So, as we navigate this digital landscape, let’s remember that sometimes, the best connections are made in person,” Sneesby said.
