What Does Gen Z Look For In A Job? Top Workplace Priorities

Gen Z, born between 1997 and 2012, is stepping into the workforce with a clear set of priorities. They expect more than just a paycheck. They look for stability, flexibility, growth, and a sense of purpose at work. Employers who meet these expectations can attract strong candidates and keep them engaged over the long term.

A recent survey by Handshake (2023) found that 76% of Gen Z undergraduates place job security at the top of their list. This generation faces unique financial pressures, often carrying significant student debt, and seeks long-term stability from employers. At the same time, they value opportunities to learn new skills, maintain a healthy balance between personal and professional life, and work for companies that align with their personal values.

So what does Gen Z look for in a job, and how can you take advantage of this in your recruiting? Below are key priorities for Gen Z, along with strategies employers can use to stand out.

Key Takeaways

• Stability and Security: 76% of Gen Z undergraduates prioritize job security (Handshake, 2023), and 65% will reject roles without retirement benefits.
• Work-Life Balance and Flexibility: Over 70% seek flexible work arrangements, and 78% believe a sustainable balance is essential for long-term success (LinkedIn Learning, 2023).
• Professional Growth: 87% value learning and development benefits, and 63% emphasize the importance of advanced skills (Deloitte Global Survey, 2023).
• Alignment with Personal Values: 65% will not even apply if a company’s ethics clash with their own (Porter Novelli, 2023), and nearly half consider social impact an essential part of career fulfillment.
• Supportive, Inclusive Cultures: Positive work environments with fair leadership, collaboration, and mental health support encourage Gen Z retention.

What Gen Z Wants: Top Priorities for Employers

1. Long-Term Financial Security

Gen Z graduates often begin their careers with notable financial burdens. According to Handshake (2023), 69% say student loan debt influences their job decisions. Many seek:

• Competitive pay and transparent salaries: 72% prioritize starting salaries, yet less than a quarter feel comfortable negotiating. Clear pay structures set the right tone.
• Retirement benefits and debt relief: Around 65% reject offers lacking retirement plans. Student loan repayment support also matters, with 22% considering it essential.

Employer Action:

• Include salary ranges in job postings.
• Offer student loan repayment help.
• Provide solid retirement options.

2. Work-Life Balance and Flexibility

A 2023 LinkedIn Learning study notes that 78% of Gen Z sees a healthy work-life balance as essential. This generation is comfortable working remotely and expects flexible schedules.

• Paid time off and flexible hours: 72% would refuse offers without time-off benefits.
• Hybrid or remote work: Over 80% believe remote work should be an option when possible.

Employer Action:

• Offer remote or hybrid roles that combine in-person interaction with the freedom to work from home.
• Provide generous leave policies and flexible scheduling.

3. Professional Growth and Skill Development

Gen Z values employers who invest in their long-term career path. Deloitte’s 2023 research shows that 87% seek learning and development benefits.

• Continuous training: 52% value role-specific courses and 50% appreciate tuition reimbursement.
• Structured career paths: Clear guidance on how to advance within the company helps Gen Z envision their future.

Employer Action:

• Create professional development plans that map out potential promotions, required skills, and training.
• Offer workshops, online courses, and mentoring programs.

4. Personal Values and Ethical Alignment

According to Porter Novelli (2023), 65% of Gen Z will not apply at companies with mismatched values. They also care about social responsibility, environmental practices, and community engagement.

• Ethical standards: They want clear policies on sustainability, equity, and community involvement.
• Social impact opportunities: Nearly half consider making a positive impact a key career goal.

Employer Action:

• Highlight sustainability measures and community initiatives in job listings.
• Be transparent about social and environmental goals.

5. Positive, Inclusive, and Supportive Cultures

Gen Z wants leaders who understand workload pressures and show empathy. Less than half feel their managers help keep work demands manageable (Handshake, 2023).

• Inclusive workplaces: Employees should feel respected, included, and valued.
• Mental health support: Stress management workshops, access to counseling, and wellness programs are important.

Employer Action:

• Train managers to recognize burnout and encourage open communication.
• Offer mental health resources and encourage their use.

6. Collaboration and Mentorship

Teamwork, coaching, and supportive leadership rank high for Gen Z. They thrive where cooperation is encouraged and where leaders provide constructive feedback.

Employer Action:

• Provide mentorship programs with experienced colleagues.
• Offer cross-functional projects to build relationships and teamwork skills.

How Employers Can Stand Out

To attract and keep Gen Z employees, focus on more than just compensation. Provide unique perks and show genuine care for their personal and professional well-being. Consider:

• Student loan repayment programs
• Tuition reimbursement for career-related courses
• Flexible scheduling, remote work options, and generous PTO
• Robust mental health resources
• Transparent pay policies and career roadmaps
• Volunteer days, charitable giving matches, and environmentally responsible practices

These steps signal that the organization respects and supports its team members. When Gen Z sees that their values, growth, and comfort matter, they are more likely to stay.

Conclusion – What Does Gen Z Look For In A Job

Gen Z’s expectations differ from those of past generations. They seek stability, skill-building, fairness, and purpose at work. Employers who recognize and meet these needs position themselves as attractive destinations for emerging professionals. The result is a workforce that is not only productive, but also engaged and committed.

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FAQs

1. What does Gen Z expect from employers beyond pay?

They look for flexibility, personal and professional growth, and alignment with their values. Work-life balance, meaningful projects, and positive cultures matter greatly.

2. Why does technology matter to Gen Z workers?

They grew up with technology and expect up-to-date tools that streamline tasks. They value organizations that embrace remote work, offer modern software, and keep pace with digital trends.

3. What qualities do Gen Z employees seek in leaders?

They respect leaders who communicate openly, show empathy, and recognize individual contributions. Mentorship and clear guidance on growth paths also rank highly.

4. How important is corporate social responsibility to Gen Z?

It’s a top priority. Gen Z wants to work where actions back up words. They admire companies that address social, environmental, and ethical issues and take meaningful steps to make a difference.