How to manage Gen Z career aspirations

Despite being the youngest generation to enter the workforce, Gen Z (born 1997–2012) know exactly what they’re after when it comes to their future and what they expect from employers. 

Because of our skills shortage and their digital proficiency, Gen Z will shape our future job market. This means HR teams need to focus on attracting and retaining Gen Z for their skills, fresh perspectives and big potential. So as an HR manager, understanding Gen Z’s employment preferences is crucial for shaping your future organisation. 

So how do you ensure your organisation succeeds in winning the right Gen Z employees over? Let’s dive into it because even if Gen Z aren’t working in your organisation yet, they’re coming! 

Let’s take a look at where they are now, where they want to be in the near future and what values they’re looking for in the future. 

The Reality 

A significant portion of Gen Z are working in casual or part-time positions, with 60% currently in the workforce. A recent workplace survey reveals that retail (26%) and hospitality and tourism (24%) are the primary industries where Gen Z is employed.

What’s interesting is that nearly half of Gen Z are still on the lookout for new jobs, or want to pick up more shifts despite being currently already employed. 

Young people are drawn to flexible and autonomous work environments. This shift towards freelancing and short-term contracts will alter the structure of organisations by creating more job opportunities across different industries. So offering flexible shifts or part-time roles with the possibility to scale hours up or down could attract and retain Gen Z employees.

Interestingly, even though they are the most technologically savvy generation, 26 per cent drop off their resume in person. 

So while Gen Z recognises that technology is a major part of their lives, personal interactions are important too. They value building relationships and making a strong first impression by showing up in person. So while Gen Z might be starting out their careers in retail and hospitality, it’s not necessarily where they want to stay long-term. 

The Dream 

When it comes to a dream job, the current picture changes dramatically. 

21 per cent of young people want to work in the health industry and are taking steps to make it happen. It’s attractive because it’s a stable and secure industry, you can make a real impact and there are long-term career opportunities. And these are attributes that resonate with Gen Z.

Jobs in tech-related organisations also pique the interest of young Aussies. While only 3 per cent are currently employed in this industry, 19 per cent are actively seeking jobs. Tech is attractive for its innovative and ambitious environment, it carries household names, high potential for creative work, and opportunities for career advancement. Again, values that resonate with Gen Z.

We know Gen Z are worried about job security and being let go, particularly in these uncertain economic times so the perception is that these industries offer long-term career stability.

Media and content creation is also an industry many Gen Z Aussies want to be in or work adjacent to. And the appeal is clear, it’s a creative and autonomous work environment where Gen Z can let their social media and digital fluency shine.

So what drives Gen Z to look for a new job? What exactly do they value?

Among all the common attributes that your organisation could offer, young people value a competitive salary. They’re also driven by career advancement opportunities, along with the availability of additional benefits and a positive and ethical work environment are also key values.  

That’s why industries like technology and healthcare are more appealing, as they align with these values and are more attractive to Gen as these sectors are known for offering good pay and clear paths for progression. 

But Gen Z is also driven by something that’s hard to track. 

They care deeply about what people have to say and rely on their own experience when considering whether to take a job or not. 

Because sometimes it is just a feeling. 

Young people form perceptions based on personal experiences as customers, what they read online and the feedback they hear from friends and family. 

For example, the Apple Store provides exceptional customer experiences and attracts hordes of young people every year. Why? Because they’re known to have a friendly atmosphere which people encounter while shopping in their stores. Also, for many young people it’s more than the work itself. It’s about how you learn and grow and who you do that with. And Apple is clearly known to have some good stock in that department. 

You should not underestimate the influence word of mouth or online interactions have among young people. It is important you prioritise creating positive environments and experiences and demonstrating ethical practices to attract Gen Z.

The current employment landscape for Gen Z in Australia is marked by a clear divide between the jobs they hold now, the industries they are exploring, and the careers they ultimately aspire to.