A growing number of Gen Z college graduates are seeking out blue-collar work—not as a fallback, but as a strategic career choice. According to a May 2025 ResumeBuilder.com survey of over 1,400 Gen Z adults, 42% are currently working in or pursuing skilled trades. Notably, 37% of those individuals hold bachelor’s degrees. The top reasons include job security, better long-term earning potential and reduced fear of being replaced by AI.
For HR professionals hiring for skilled roles, this presents both an opportunity and a challenge: it’s time to reconsider what “overqualified” really means.
Why they’re applying—and why that’s a good thing
The stereotype that college grads only turn to trades out of desperation is no longer accurate. Many are choosing these paths for stability, autonomy, and fulfillment. These candidates bring a wealth of transferable skills—problem-solving, communication, digital fluency—that can elevate your workforce. Some may even have long-term plans to move into leadership, training or technical specialties within the trade, bringing ambition as well as experience.
Rethink your rejection criteria
Too often, applicants with a college degree are screened out early in the hiring process under assumptions like:
But rejecting candidates based on these assumptions risks missing out on loyal, high-performing talent. Many of these applicants are actively seeking long-term trade careers—not waiting around for a corporate ladder to climb.
HR teams should:
Don’t let bias shrink your talent pool
As trade industries face a growing skills gap, turning away willing and capable workers based on outdated ideas about qualifications is a luxury no one can afford. Smart hiring means looking at what candidates bring to the table, not what box they came from.
