More than half (52%) of Gen Z employees report that they are actively job hunting, and only 11% plan to stay in their current roles long term.
That willingness to look for new opportunities, according to new data from global HR company Randstad, serves as a warning for employers, who can consider several steps to redefine career paths and ensure workers feel they are progressing.
Many younger workers are also quick to cut ties, a Randstad news release said. The average tenure for Gen Z workers shows them moving on faster from roles than older peers at the same point in their careers. Their average tenure stands at just 1.1 years in the first five years of their career, compared with 1.8 for Millennials, 2.8 for Gen X, and 2.9 for Baby Boomers at the same career point.
Some of the moves are about seeking new skills but are also a response to market changes. Randstad said that entry-level job postings have dropped 29 percentage points globally since January 2024. One-third of Gen Z workers plan to change jobs, and their main motivation is a lack of purpose and progression.
Randstad surveyed more than 11,000 workers in 15 countries and analysed 126 million global job postings.
In an article on the World Economic Forum’s website related to the data, Randstad’s CEO recommended four steps for employers to help meet talent ambitions:
Ensure career pathways provide milestones. Gen Z is seeking “a sense of forward momentum”, the article said. “By providing career pathways that clearly mark progression and offer regular, tangible rewards, employers can inspire confidence that their organisation is a place in which Gen Z talent can develop for the future.”
Invest in early development. Employers should make investments in entry-level roles and early-career development programmes. Taking steps to nurture talent now will ensure businesses can succeed in the future.
Future-proof learning. Gen Z workers have grown up with digital tools, but, in contrast to other demographics, they also make up the largest share of those worried about the impact of AI on their job (46%). Employers should provide practical, digital-first upskilling opportunities, Randstad said.
Create a sense of belonging. Gen Z workforces can have significant struggles with self-doubt, but creating a culture that boosts self-confidence can help lead younger talent through hardship.
— To comment on this article or to suggest an idea for another article, contact Steph Brown at Stephanie.Brown@aicpa-cima.com.