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- Last Updated: December 13, 2024
Gen Z in the Workforce: Decoding a New Generation of Job Seekers
Gen Z Is Shaking Up the World of Work
In 2024, Generation Z – comprising people born between 1997 and 2012 – is poised to outnumber baby boomers in the workplace, bringing a different set of wants and needs to the table. This generation is thought to be exceptionally unique, as they have grown up entirely in the digital age, surrounded by smartphones, social media, and instant access to information.
Atop that, Gen Z experienced the economic, social, and cultural impacts of the COVID-19 pandemic – for example, disrupted education, economic uncertainty, and increased reliance on technology – during key points in their adolescent and young adult lives. As a result, Gen Z possesses distinctive perspectives, preferences, and values shaping a new era of employment.
To uncover insights into Gen Z’s job search and career goals, challenges, desires, and characteristics, iHire surveyed 1,093 18- to 27-year-olds in the U.S. with various educational backgrounds and employment statuses.
We also polled 252 U.S. employers of all sizes from 57 industries to find out how they are attracting and integrating this generation into their workforces and what career tips they have to offer Gen Zers. The results of the survey, Gen Z employment statistics, in-depth analysis, and actionable job search and hiring advice follow.
Stereotypes Surround Gen Z Workers
“Tech-savvy.”
“Socially conscious.”
“Diverse and inclusive.”
These were the top three words or phrases employers surveyed chose when asked to describe Gen Z job seekers and employees (Figure 1).
Yet at the bottom of the list were “hard-working” and “committed to their career.” Many employers also noted Generation Z’s entitled mentality, unrealistic expectations, and poor office etiquette in the “other” response option for the survey question.
How would you describe Gen Z job seekers and/or employees? (Select all that apply.) Figure 1
Whether or not these assessments are widely true, Gen Z is feeling the impact – 34.4% of survey respondents were concerned that employers’ negative stereotypes about their generation would adversely affect their job search or career advancement in the coming year.
How can younger job seekers overcome these Gen Z stereotypes, find entry-level jobs, and grow their careers? How can employers better understand and motivate Gen Z employees to set up both parties for success? Read on for answers.
The Gen Z Dream Job
Despite employers’ belief that Generation Z isn’t committed to their careers, nearly 70% of Gen Zers said they have a dream job they aspire to obtain in the next 10 years. What does that ideal job entail, and what does Gen Z want in the workplace? Here’s what the data says.
Gen Z Wants Human Connections
Generation Zers are often called “Zoomers” because they grew up when video conferencing platforms like Zoom became ubiquitous during COVID-19 and relied on such tools for school, work, and even social activities. Therefore, one would think Gen Z largely prefers remote jobs.
However, 55.8% of Gen Z respondents preferred an entirely in-person work environment, compared to 17.6% that preferred a fully remote work environment. The remaining 26.6% wanted a hybrid (mix of in-person and remote work) setup, meaning a whopping 82.4% of Gen Z employees want to work in person at least some of the time (Figure 2).
What is your preferred work environment? Figure 2
Gen Z Wants Good Vibes & Values
Echoing their need for human connections, Gen Z wants to work for a company with a positive, nontoxic work environment where they can feel supported, safe, and included; 82.4% said this was “extremely important” or “very important” when thinking about their ideal potential employer (Figure 3).
With these responses in mind, it’s easy to see why Generation Z also placed a strong emphasis on working for a company whose mission and values align with their own (70.3% said this was “extremely important” or “very important”), is committed to DE&I, and maintains a thriving culture. These elements were more critical to Gen Zers than working for an employer with a well-known and reputable brand or one that invests in the latest technologies.
Please indicate how important you find these aspects of a potential employer. Figure 3
| Extremely Important | Very Important | Somewhat Important | Slightly Important | Not at All Important | |
|---|---|---|---|---|---|
| Allows flexibility for achieving a work/life balance | 49.7% | 31.6% | 14.5% | 3.0% | 1.2% |
| Provides a positive work environment | 49.2% | 33.2% | 12.6% | 3.4% | 1.6% |
| Offers a fair and competitive salary | 47.4% | 34.8% | 13.0% | 3.3% | 1.5% |
| Is committed to DE&I | 37.5% | 30.5% | 21.4% | 5.8% | 4.9% |
| Has a mission/values that align with my own | 34.6% | 35.7% | 21.3% | 5.2% | 3.1% |
| Maintains a thriving company culture | 34.0% | 38.0% | 21.4% | 4.4% | 2.2% |
| Provides opportunities to grow and advance/climb the “corporate ladder” | 31.9% | 35.3% | 23.2% | 7.1% | 2.5% |
| Is committed to corporate social responsibility | 28.8% | 34.3% | 26.9% | 6.7% | 3.2% |
| Has a well-known and reputable brand | 27.0% | 29.5% | 29.9% | 9.5% | 4.0% |
| Invests in the latest technologies | 22.1% | 30.4% | 34.2% | 9.4% | 3.9% |
Gen Z Wants Flexibility
Gen Z wants a say in when, where, and how they perform their jobs – 81.3% of candidates said it was “extremely important” or “very important” for their potential employer to allow the flexibility to achieve a healthy work/life balance. Notably, this percentage was slightly less than those who said the same about their potential employer offering a fair and competitive salary (82.2%) (Figure 3).
When asked to select the types of flexibility they wanted the most, job seekers pointed to flex time (the ability to vary their start and end times and adjust their schedules as needed), four-day workweeks (working four eight-hour days), and unlimited paid time off (the freedom to take as much time off as desired) (Figure 4).
One reason Generation Z workers may want so much flexibility is because they completed so much of their schooling remotely or in a hybrid fashion during the pandemic. Since they were allotted flexibility in school, they have come to expect the same from their employers.
Which of the following are most important when thinking about the flexibility of your ideal job/workplace? (Select up to five choices.) Figure 4
Gen Z Wants Autonomy & Individuality
Although they want to connect with others and work in person, Gen Z values autonomy – 36.7% said their ideal job would allow them to work autonomously and with minimal supervision. Additionally, just 22.0% said they want to manage other people in their ideal role, while only 28.8% want to collaborate with different departments in their organization.
These data points suggest that Generation Z employees want to be individual contributors responsible for their own output and trusted to complete their tasks without micromanagement.
Gen Z’s Benefits Wish List
Aside from salary or flexibility-related perks, Gen Zers’ most-wanted benefits were health insurance and 401(k) options (Figure 5). More “nontraditional” perks like employee discounts (e.g., money off a purchase of an employers’ goods or services), mental health benefits (e.g., employee assistance programs, telecounseling), and transportation benefits (e.g., stipends for gas, free parking) ranked next on their wish list.
Of note, many respondents commented on employers’ need to better understand employees’ mental health throughout the survey’s free-form response options. Generation Z’s strong desire for flexibility and work/life balance goes hand-in-hand with those sentiments.
Besides salary, which of the following are most important when thinking about the benefits provided by your ideal job/workplace? (Select up to five choices.) Figure 5
Gen Z’s Job Search Challenges
Before diving into Gen Z’s most pressing job search challenges, let’s look at the resources they’re using to find employment opportunities (Figure 6). Job boards were the most popular platforms (46.1%), followed closely by search engines (44.4%), suggesting nearly half of candidates go straight to Google or their search engine of choice to find jobs (which may lead them to listings on a job board).
However, Gen Z is overlooking some valuable search avenues. For example, only 29.4% of candidates rely on networking to find jobs, and less than a quarter (24.4%) lean on career centers and school resources.
How do you find out about new job opportunities? (Select all that apply.) Figure 6
No Experience Required
We often hear the following complaint from younger job seekers: How do you get an entry-level job if one or more years of experience is required?
Our survey data supports this notion (Figure 7) – finding jobs they are qualified for or have the right experience for was respondents’ second-biggest job search challenge (38.6%), next to finding jobs in their desired location. The latter may be a side effect of wanting to work in person, as remote work often does not restrict job seekers to employment opportunities in a particular area.
What challenges have you experienced when searching for a job? (Select all that apply.) Figure 7
Moreover, a quarter (25.6%) of candidates were frustrated with employers’ overly specific or unrealistic requirements. These free-form comments from survey respondents drove this point home:
Entry-level Gen Zers want to be given a chance – but are employers really being unrealistic about their requirements? Is there more Generation Z candidates can do to market themselves even if they don’t have the experience “on paper?”
Ghosting & Communication
Applying and/or interviewing and not hearing back from employers (also known as “ghosting”) was the third most common job search challenge for Gen Z (37.9%) – but this frustration is experienced by job seekers of all generations. In fact, 54.7% of job seekers surveyed for iHire’s 2024 State of Online Recruiting Report cited ghosting as one of their top job search challenges.
However, employers in this survey and other iHire research say the same about job seekers – they often reach out to schedule interviews, conduct phone screens, or even make offers, only to hear nothing from the candidates.
Interviewing
Over 30% of Gen Zers struggle with interviewing, which can be nerve-wracking for any job seeker, but perhaps more so for this generation. Thinking about the pandemic, many Generation Z candidates grew accustomed to online and virtual activities for school, making face-to-face interactions like interviews more daunting.
Interestingly, 62.3% of Gen Zers preferred in-person job interviews over virtual/video interviews (18.4%), while 19.3% had no preference. This is another nod to their need for human connections.
The Soft Skills Gap
After observing the above job search challenges, a key theme emerged: Gen Zers must focus on honing their soft skills to land the right jobs. This is also where employers and those hiring Generation Z are seeing this cohort fall short.
For instance, 58.3% of employers said Gen Z job seekers need to improve their interviewing skills, and 57.5% said they need to communicate better with hiring managers (Figure 8). These areas reflect two of Gen Z’s top five job search challenges: interviewing and applying for jobs and not hearing back from employers (Figure 7).
While Gen Zers can develop stronger interviewing skills through practice and preparation, they can also address the issue of employer ghosting to some extent by better communicating with hiring managers and recruiters – and not ghosting them. Communication in the hiring process is a two-way street.
In which of the following areas do you believe Gen Z job seekers should improve to make themselves more marketable? (Select all that apply.) Figure 8
Over-Confidence or Under-Estimation of Expectations?
At times, Gen Z survey respondents’ self-assessments differed from employers’ observations. For example, 52.8% of employers said Generation Z needs to improve their office/workplace etiquette skills, yet 73.7% of Gen Zers rated their own office/workplace etiquette skills “excellent” or “good” (Figure 9).
How would you rate your office etiquette skills? Figure 9
Likewise, nearly half (48.8%) of employers said Gen Z needs to improve their resume writing skills; but a majority (68.4%) of Gen Zers are confident that their resumes will help them find a job or advance their careers, and just 22.7% struggled with writing or updating their resumes (Figure 7).
While self-confidence is a positive trait, these survey findings suggest that Gen Z job seekers may be overestimating themselves in some areas, or do not know what, exactly, employers are expecting of them when it comes to core job search competencies like writing a resume, conducting oneself professionally, and communicating in a clear and timely manner.
Professional Development & Career Growth Goals
67.2% of Gen Z candidates believe it’s “extremely important” or “very important” for their employer to offer the opportunity to advance or “climb the corporate ladder” (Figure 3). But if many Gen Zers lack the experience for the right entry-level jobs, what are they doing to fill in the gaps and reach their career goals?
We asked survey respondents to identify the types of professional development initiatives they were currently pursuing. While some respondents were recent high school, college, or trade school graduates who may not yet know their next steps, we did not see overwhelming participation in these initiatives. In fact, 15.9% said they were not pursuing any of the professional development endeavors listed (Figure 10).
It’s interesting to note that more respondents said they were working to earn a new certification (31.4%) or taking an online course (29.2%) than earning traditional degrees, echoing a declined emphasis on traditional educational degrees across the job market.
Which types of professional development initiatives are you currently pursuing? (Select all that apply.) Figure 10
Gen Z & AI
It’s impossible to read anything about the modern workforce without a nod to artificial intelligence (AI), and this research report is no exception. As Gen Z employees launch their careers at the same time as AI’s explosion, it’s no surprise that 33.2% of survey respondents feared that AI would replace their job or make their role less significant in the coming year.
But as the perceived “tech-savvy” generation, are Gen Zers truly embracing the benefits of AI to further their careers? Not at the level expected. For example, 42.7% of Gen Zers say they never use generative AI tools to assist them in their job search (for example, writing a resume or cover letter with ChatGPT) (Figure 11).
How often do you use generative AI tools to assist you in your job search? Figure 11
Advice for How to Recruit & Retain Gen Z
Employers are already taking action to bring Gen Z into their workforce (Figure 12), but keeping in mind our survey results, they’ll need to do more to recruit, retain, and motivate Gen Z as this generation continues to fill their talent pools and outnumber the baby boomer workforce.
But before adjusting your hiring and retention strategies, put any negative stereotypes about Gen Z aside. While they may not always have the exact experience you’re looking for, Generation Z is eager to find fulfilling work that allows them to build human connections, feel valued, and visualize room for growth.
What strategies are you using/have used to attract and retain Gen Z workers? (Select all that apply.) Figure 12
Review Job Requirements
Undoubtedly, one of Gen Z’s top job search frustrations that arose several times throughout this survey was their belief that employers have unrealistic expectations for candidates that prevent them from getting a foot in the door.
While some requirements for roles are non-negotiable (for instance, you wouldn’t hire a registered nurse without the right license and certifications), others have more flexibility. For example, are two years of real-world experience absolutely critical for an entry-level customer service position? Or, can a candidate apply what they’ve learned in school, volunteering, or everyday life to excel in that role?
When hiring Gen Z employees, consider which requirements are “must-haves” and “nice-to-haves,” and be open to candidates who can learn the right proficiencies on the job with the right attitude.
Demonstrate Career Paths
For positions where certain experience is needed to move up or advance, show candidates and employees the path to get there. Demonstrate tangible routes to achieving their ideal role and share what is expected to reach them. Wondering how to motivate Gen Z employees and keep them engaged and aboard? Career pathing is a great place to start.
Offer Professional Development Avenues
To help Gen Z (and employees of all generations) stay on their career paths, reach their goals, and fill skills gaps, provide plenty of professional development opportunities. Gen Z expressed interest in taking online courses and earning additional certifications, so consider offering stipends and time off work to complete such programs.
Audit Pay Scales
A common complaint from Generation Z is the inability to afford the cost of living on an entry-level salary. As you revisit your job requirements when hiring Gen Z employees, audit your pay scales. Ensure you’re offering a competitive rate that meets the market and include the salary range in your job ads to reel in more candidates. Sweeten the deal with perks like transportation stipends and employee discounts – two benefits Gen Zers appreciate.
Nurture a People-First Workplace
As one respondent aptly put it, “Employees are human beings and not robots.” Based on this survey, what Gen Z wants in the workplace points to their need to be respected and valued. They want to be seen as more than a number on a payroll or a resume in a pile of applicants.
For example, Generation Z wants to work in a positive environment where they can be trusted to work autonomously – not micromanaged or hand-held. They want to be empowered to obtain a healthy work/life balance through a schedule that meets their personal needs, mental health benefits, and sufficient time away from work to recharge.
Provide a Positive Candidate Experience
Gen Z’s desire to be treated as human beings applies to the hiring process as well. Show prospective employees that you respect their time and effort by communicating with them quickly and frequently (ghosting is a job search challenge that spans generations). When hiring Generation Z – and candidates of any age – acknowledge their applications and inform them when they’re disqualified. When appropriate, offer feedback as to why they didn’t get the job so they can improve for next time.
Promote Your Employer Brand
Highlight elements of your positive, people-first culture in your recruitment marketing materials and channels that support your employer brand, including job ads, careers pages, and social media sites. What’s it like to work at your organization? How are you committed to your community and other social issues? What is your mission and vision as a company? What benefits and perks do you offer?
As you hone your culture to recruit Gen Z, be careful of making any drastic changes to keep your diverse workforce satisfied. Anonymous surveys, focus groups, and suggestion boxes are good ways to discover what your staff really wants.
In Their Own Words: Real Advice From Real Gen Zers
Rounding out our Gen Z survey, we asked an optional, open-ended question: "What do you wish employers would do better?"
Many of these free-form answers aligned with the above advice, reiterating themes such as letting go of unrealistic expectations for entry-level workers, showing respect and patience for candidates, offering a livable salary, and understanding employees’ individual needs. Below are a few of the most poignant and constructive responses:
Job Search & Career Advice for Gen Z
Gen Z, we get it. Finding the right job can be frustrating, especially when your sights are set on a specific role, but you can’t seem to get your foot in the door. How can you land that dream job if you don’t have a chance to prove yourself in the first place?
Set Realistic Expectations
Gen Z survey respondents believed employers have unrealistic requirements, making it difficult to find a job for which they are qualified. While this may be the case, take time to set your own expectations, and that involves doing a little bit of research. Identify the job you want and find out what skills and experience are required to get there. Also, look at common career paths and the roles you’ll need to hold to progress to that dream job.
Advocate for Your Worth
Know your worth by researching salaries for your ideal role in your location and industry (The Bureau of Labor Statistics is an excellent resource). This research will help you prepare to negotiate if you feel an employer is lowballing you. But remember, too, you’re not going to come in and run the show and earn a high salary off the bat; you’ll need to build trust and rapport with your employer, as well as demonstrate accountability, to be able to work autonomously (and eventually earn a raise.)
Master Job Search Soft Skills
Finding a job is an art and science. You need not only the hard skills and must-have requirements, but also the soft skills to receive that coveted offer letter. Most of us aren’t taught how to customize a resume to get past the applicant tracking systems (ATS), write an email to follow up on an application, negotiate the right salary, or dress for an interview.
Job search proficiencies are where you can improve and grow to meet employers’ expectations. For example, practice interviewing with friends and family. Create email templates using generative AI to correspond with employers quickly and clearly. Need to brush up on office etiquette? Speak with people in related industries or roles and find out what’s expected of them at their workplace.
Highlight Your Transferable Skills
If you don’t possess the exact requirements for a job, there are ways to get around those roadblocks. Play up your transferable skills, related volunteer work, and relevant coursework on your resume and cover letter, and express your willingness to learn. For instance, you may not have on-the-job experience in project management, but you might have taken a class that showed you how to create timelines, allocate resources effectively, and communicate with team members to achieve goals.
Get Networking
Don’t underestimate the power of networking, a tool only 29.4% of job seekers rely on to learn about job opportunities. Connect with others through conferences and events, job fairs, informational interviews, industry groups and associations, and LinkedIn to discover new opportunities. Make and maintain connections that can help you find a job or get promoted down the road. Plus, the people you network with may be willing to give you a referral, write a recommendation, or serve on your list of references.
Keep Learning & Growing
The world of work is changing faster than we can keep up, so don’t be complacent. Seek professional development opportunities, online courses, additional certifications, industry webinars, conferences, and events that upskill you and make you more marketable. Experiment with new technologies like AI, find a mentor, or join a local chapter of an industry association. Network with people in roles you’d like to one day hold and meet other job seekers in the same boat as you to compare notes. Get outside your comfort zone, make a good impression, and prove employers’ stereotypes wrong.
In Their Own Words: Real Advice From Real Employers
To conclude our survey of employers, we asked, “If you could give Gen Z candidates one piece of job search or career advice, what would that be?” Here is a sampling of some of their most sound and actionable advice:
Conclusion
There is a clear misalignment between today’s employers and the Gen Z workforce. Undoubtedly, Gen Z is eager to work and obtain a job they love, but many are unsure how to get there and what employers expect of them, especially when it comes to soft skills.
At the same time, employers are quick to judge this group that brings an exceptionally diverse and unique set of characteristics, priorities, and needs to the workforce. Both employers and Gen Z employees must take the time to put aside their preconceived notions, better understand each other, and embrace one another’s differences to keep the workforce moving forward.
Appendices
Job Seeker Survey Respondent Demographics
The following are breakdowns of Gen Z survey respondents’ education and employment statuses.
Highest Level of Education Completed Figure 13
Year of Graduation/Expected Year of Graduation Figure 14
Employment Status Figure 15
Research Methodology
iHire surveyed a Qualtrics market research panel comprising 1,093 people between the ages of 18 and 27 in the U.S. iHire also polled 252 U.S. employers across 57 industries from its customer database. Surveys were fielded in March and April 2024, and data was collected through the Qualtrics XM platform. All percentages are rounded to the nearest tenth.
Related Resources for Gen Z Job Seekers
iHire's Library of Masterclasses, Courses & Webinars
iHire’s Online Course Directory
iHire’s Job Seeker Resource Center
Masterclass: Nail Your Next Interview
Masterclass: Salary Negotiation
Student Game Plan Course: Gaining the Right Experience
Student Game Plan Course: Building & Maintaining Your Network
Student Game Plan Course: Mastering Your Resume, Cover Letter & Personal Brand
Student Game Plan Course: Ace Your Interview for Jobs & Internships
Student Game Plan Course: Develop Your Soft Skills
Resume Writing Tools & Resources
iHire’s Resume Writing Playbook [eBook]
