Anyone looking for a new job can tell you how hard it is to find high-quality job openings in the current, slow labor market. However, for Gen Zs seeking junior-level positions, finding a job seems almost impossible. A recent report by Randstad, a global talent company, confirms that this is not just a feeling. They surveyed 11,250 talent and analyzed more than 126 job postings globally. Their conclusion? The number of entry-level jobs has dropped by 29 percent between January 2024 and June 2025.
This staggering number may not be surprising, given the uncertain economy and the fact that AI is eliminating many entry-level jobs. Despite this bleak scenario, many Gen Zs are still determined to find a rewarding career. To do so, they change jobs more often than any other generation, averaging a tenure of 1.1 years before moving on to the next role. However frustrating this might be for employers, it is not an indication of a lack of commitment, but a result of two factors. The first is the loose labor market. Given that Gen Z values financial stability, they chose a less fitting job over no job. But as soon as a better-fitting job appears, Gen Z jumps on that opportunity. The second is Gen Z’s ambition – they will change jobs if they don’t see a clear upward career path in their current organization.
This situation creates frustration, distrust, and misunderstanding among Gen Z job seekers and employers. Employers interpret Gen Z’s job hopping as a sign of disloyalty and think twice before hiring them. Gen Z is frustrated by the low numbers of decent entry-level job openings. And when they finally secure a job, they are disillusioned by the lack of career growth and interpret it as a sign of distrust, prompting them to move on. To break through this impasse, it helps job seekers to be better aware of where the jobs are and what employers expect, and for employers to take a moment to understand Gen Z’s expectations.
Gen Z Job Postings
Randstad outlines hiring shifts between 2024 and June 2025 for five sectors, noting valuable insights for each.
- Finance: Job postings for junior roles fell by 24%, while senior finance roles increased by 6%. The data shows significant declines in junior positions, such as Data Entry Clerk (-63%) and Auditor (-46%), indicating a high level of automation of repetitive tasks. The only exception is Underwriter, which saw a 16% increase in demand for junior talent.
- Technology: Junior-level job postings dropped by 35% in tech. Roles like Technical Support Engineer (-38%), Software QA Engineer (-33%), and Software Developer (-32%) have been most affected. However, there was a notable increase in junior-level demand for Machine Learning Engineers (+9%).
- Engineering: This sector shows a strong preference for mid-level and senior talent. Entry-level roles, such as for Mechanical Engineers, have declined sharply as automation handles routine tasks. Civil engineering is an exception, showing stronger and more stable demand across all experience levels.
- Logistics & Manufacturing: Entry-level job postings in these sectors are down by 25% as AI and automation are reducing the need for entry-level workers who traditionally perform routine operational tasks. In manufacturing, there’s a shift toward preferring junior workers in production roles due to cost pressures, but a strong preference for senior managers and quality control specialists to oversee AI-enhanced operations.
- Healthcare: This sector is the only sector with a growth in entry-level job postings (+9%). The need to fill frontline positions for caregivers and technicians, such as Registered Nurses and Radiology Technicians, has led to a slight increase in demand for junior roles in healthcare.
What Employers Expect from Gen Z
One of Gen Z’s key priorities is career growth and advancement. In 2019, Professor Michael Maloni from Kennesaw State University surveyed about 1,000 Gen Z students. The study highlighted that Gen Z values promotion and results above all else, seeking opportunities for achievement and development in the workplace. For employers, promotions are based on ongoing skill development and performance. And this is where things seem to go wrong. The Randstad report indicates that most Gen Zs (79%) are confident in their ability to learn new skills, yet only 12% list skill development as one of their top priorities. Perhaps this explains why half of the surveyed Gen Z respondents report being passed over for a role due to a perceived lack of skills.
There is a difference between being confident in your ability to learn new skills and demonstrating to an employer that you effectively master them. Here lies the opportunity for Gen Z to be proactive by investing in skill development early on and discussing with managers what skills are required to advance to a higher role. Undeniably, AI skills will be a significant advantage. In fact, Gen Z can make this their unique strength, outsmarting older generations who may be less AI-savvy or reluctant to adopt AI tools.
What Gen Z Expects from Employers
Gen Z will job hop if a clear career path isn’t visible. This generation likes to play it safe, which is why they prioritize employability over an inspiring job. Once in that job, employers have an opportunity to prevent junior employees from looking elsewhere by outlining a clear career trajectory. Discuss what skills are needed to move up the career ladder, and what timeline is typical for promotions. Such transparency is not only respectful but also hands junior employees a clear action plan for the upcoming years.
Gen Z also highly values work-life balance. Designing jobs with manageable stress levels and reasonable work hours, therefore, goes a long way to retaining young talent. Employers also score points with Gen Z by offering flexible work times and opportunities to connect with colleagues. Why would employers go through these lengths? As more baby boomers are retiring, Gen X and millennials are filling the senior-level gaps left by the boomers. That means a lot of mid-level job openings will become available in the upcoming years. To prepare well, it seems wise to start attracting, training, and retaining Gen Z talent for those jobs now and stay ahead of the game.