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December 16, 2021
Generation Z is the youngest workforce in the U.S., comprising individuals born in 1997 or later, with the eldest members 24 years old in 2021. Apart from being extremely tech-savvy, members are considered to be part of the most inclusive, politically motivated, fashion-forward and open-minded generation ever.
LinkedIn’s recent Workforce Confidence survey of 5,000 U.S.-based members finds that around 65% of Gen Z job seekers have either switched industries or are considering it.
Respondents to LinkedIn’s Gen Z survey cited the following six factors as reasons for switching industries:
The survey confirms what other research has found: Gen Z job seekers care deeply about quality-of-life factors like benefits, job stability and flexibility. At the earliest stage of their careers, earning more and advancement are their prime motivators for job switching.
Meanwhile, a record number of job openings and too few workers to fill them have left 42 states with more available jobs than people looking for work, according to Stateline, a nonprofits news service of the Pew Charitable Trust. This mismatch between job openings and underused talent has likely contributed to Gen Z’s desire for career advancement.
Even with the record numbers of people quitting their jobs or switching industries in favor of something new, we can’t ignore people who decided to stay. That includes the 35% of Gen Z job seekers who have chosen to stick with their current industries.
The top four factors reported in the survey that are keeping employees (35% of Gen Z job seekers) loyal comprise:
Separately, an April 2021 survey by McKinsey found that 60% of Gen Z employees consider mental health resources vital in selecting an employer, and that 57% deem them decisive in their decision to stay with an employer. This shows that mental health benefits are critical for employers seeking Gen Z talent.
Gen-Z workers will make up 27% of the global workforce by 2025, according to the World Economic Forum. Businesses are updating their recruiting strategies accordingly, to align their benefits with Gen Z’s priorities. Procter & Gamble, Ford Motor Co. and Microsoft are among companies developing new tactics to attract Gen Z candidates.
Here is a list of Gen Z workers’ most coveted characteristics among employers:
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