Recent research conducted by recruitment specialists Robert Walters has unveiled the primary talent trends for 2024, highlighting the prominent role of Gen Z entering the workplace. In the coming decade, the workforce will witness a shift as Gen Z employees surpass the number of baby boomers. Industries are being advised to proactively address the needs of this emerging generation to ensure their success in the future.
- 23% of the global workforce will be Gen Z in 2024
- Research reveals 9 out of 10 see remote/hybrid working as the biggest lever when choosing a role
- 57% of Gen Z would leave a role due to lack of development opportunities
- In 2024 the amount of Gen Z (1997-2012) workers will overtake the Babyboomers
- Tech savvy Gen Z are flagged as being the most disruptive generation yet and will make the biggest changes to the workplace with their different approaches to ways of working and work/life priorities
- Organisations will need to adapt and change their employee value proposition and recruitment process to align with what is important to Gen Z
- Gen Z prioritise a preference for remote/hybrid working, expedited career development and put a focus on utlising technology when looking for a role
Representing roughly 18.2% of Australia’s population, Generation Z looks set to hold much power over how the country operates and how its future will unfold. This cohort, generally understood to comprise those born between 1997 and 2012, is predicted to make up 23% of Australia’s workforce in 2024. In other words, this is a proportion that will force companies to reshape age-old ways of doing things.
Tech-savvy Gen Z are flagged as being the most disruptive generation yet and will make the biggest changes to the workplace with their different approaches to ways of working and work life priorities. Recent research by Robert Walters revealed that the top 3 things Gen Z look for in a role are expedited career development, instant gratification from tasks and projects and preference for remote or hybrid working.
Hybrid Working and Flexibility
The study revealed that an outstanding 9 out of 10 of Gen Z candidates see remote or hybrid working as the biggest lever when choosing a role. Shay Peters, CEO at Robert Walters ANZ said; “When recruiting a Gen Z candidate, what’s fascinating about them is their holistic approach to employment. They’re not only concerned about the tasks they’ll perform but also the culture of the organisation and how committed they are to advocating a good work-life balance. Flexibility and autonomy in the workplace are paramount to them, as they value a healthy work-life balance and the ability to express their creativity and individuality how they choose.”
Expedited Career Development
The research also revealed that 57% of Gen Z would leave a role due to lack of development opportunities. Shay explained, “Unlike previous generations, Gen Z isn’t solely driven by financial incentives or traditional career paths. Instead, they’re drawn to positions that let them learn and grow. Organisations will need to change and adapt their employee value proposition and recruitment processes to align with what is important to Gen Z. Employers need to make sure they offer Gen Z employees many opportunities to develop their skills.”
Focus on Utilising Technology
Gen Z professionals are digital natives, effortlessly navigating the ever-evolving landscape of technology and social media. Embracing their expertise and incorporating innovative digital solutions in the workplace is crucial to staying relevant in today’s ever-evolving landscape.
With their deep understanding of digital tools, Gen Z brings a fresh perspective on how organisations can leverage technology to streamline processes, improve communication, and foster innovation. To meet the expectations of this tech-savvy cohort, businesses must elevate their digital game and fully harness the potential of digital tools. By doing so, they can stay ahead of the curve and effectively engage with this digitally fluent generation.
Shay added “In essence, when we encounter a Gen Z candidate, we find a dynamic individual who is not just looking for a job title but a role that resonates with their values, provides opportunities for growth, fosters a supportive and inclusive environment, whilst fully utilising the technology available.”
Employers need to foster work-life balance, offering flexible work hours, remote work options, and promote a healthy work-life balance to attract and retain Gen Z employees. Employers need to also provide growth opportunities, such as training programs, mentorship, and regular feedback to help Gen Z employees enhance their skills and advance in their careers. Businesses also need to stay on top of the latest digital innovations if they want to attract and appeal to a Gen Z audience.
