Conversations about Gen Z often carry a familiar tone: high turnover, short job stints, a restless workforce unwilling to stay put. But new research tells a different story: Gen Z isn’t disloyal. They’re ambitious. And they’re entering the workforce just as the traditional career ladder is missing a rung or two.
In Randstad’s latest report on Gen Z in the workplace, we analyzed responses from over 11,000 workers globally and reviewed more than 126 million job postings.
What we found was not a generation of quitters, but one of highly driven talent, navigating a disrupted environment, marked by economic uncertainty and technological shifts, where the path to success is less visible than before.
When Entry-Level Doors Close, Gen Z Build New Ones
Entry-level roles are declining, just as Gen Z steps in. Globally, job postings requiring 0-2 years of experience have declined by 29 percentage points since January 2024. That matters: these are the roles where careers begin.
But in their absence, Gen Z talent are forging new paths, with many combining jobs, launching side hustles, and leaning into AI tools to learn on the go.
Far from flakey, Gen Z is future-focused. The average tenure in the first five years of their career is 1.1 years – significantly shorter than previous generations. But the reason is telling: a lack of visible growth.
Pay remains a core factor, given higher costs of living. But right behind it is the absence of career progression. 41% of Gen Z say they always consider long-term goals when changing jobs — higher than any other generation.
Career Growth Matters – But Gen Z Needs Help Unlocking It
When we asked Gen Z what would make them stay in a role, few cited learning or development opportunities. Yet, they also told us that a lack of career progression is one of their top reasons for leaving.
This disconnect signals something crucial: many Gen Z workers haven’t yet made the link between upskilling and the advancement they seek. Employers have a vital role to play in making that connection clear; not just offering learning pathways, but framing them as a direct route to growth, purpose, and long-term career momentum.
Gen Z Leads On AI
Nowhere is this more apparent than in Gen Z’s relationship with AI. They are the most AI-engaged generation in today’s workforce. Our data shows they lead in using AI to learn new skills, to solve problems at work, and even to power their job searches. This fluency gives them an edge and excites them: 58% are optimistic about AI’s role in the workplace.
But even here, access gaps exist.
Not all Gen Z workers are being trained equally. White-collar workers and men are more likely to receive AI upskilling than those in operational roles or women. If we want AI to be an accelerator for opportunity, we must ensure that training and tools are shared across the workforce.
That’s what inclusive talent strategy looks like in this new world of work. It’s about redesigning early career experiences to meet ambition with opportunity and building new rungs into the ladder.
Let’s Turn Gen Z Mobility Into Momentum
In an era defined by transformation, Gen Z isn’t a problem – rather, they’re the prompt. A prompt to rethink how we design early careers, build skills for the future, and define loyalty in today’s workforce.
For business leaders facing talent scarcity, the path forward can be navigated:
- Rebuild the career ladder: Entry-level roles are disappearing just when they’re needed most. Design these early roles as launchpads for real progression – not dead ends – to attract and retain ambitious young talent.
- Make learning a growth strategy: Invest in inclusive, accessible upskilling – and help Gen Z connect development to advancement. Career mobility doesn’t have to mean attrition.
- Widen access to AI: Tech fluency is a powerful advantage. Democratize AI tools and training to ensure all young talent can contribute, with the space to innovate.
- Align with values: Flexibility, purpose, and impact matter. Embedding these into your employee experience will help retain Gen Z and unlock their full potential.
In a tight labor market, we can’t afford to overlook the ambition that Gen Z brings. The opportunity, and responsibility, lies with us to turn that ambition into lasting impact.