A report from Randstad’s the Gen Z workplace blueprint: future focused, fast moving suggests Gen Z talent are entering the job market with ambition, confidence and a desire to grow – but they’re doing so in a world with fewer entry-level opportunities and rising workplace expectations.
Based on Randstad’s new global survey of 11,250 workers across 15 markets and analysis of over 126 million job postings globally, the report reveals that Gen Z’s average tenure in the first five years of their career is just 1.1 years, significantly shorter than Millennials (1.8), Gen X (2.8), and Baby Boomers (2.9).
But short stints don’t equal short-term thinking. Gen Z is not job-hopping for the sake of it. Rather, they’re moving because of their ambition and a perceived lack of pathways within the roles they are exiting. In fact, 1 in 3 Gen Z workers plans to change jobs within the next year, underscoring a generation that is mobile, not because of disloyalty, but because of a drive for growth. They seek clear development paths, AI-enabled learning, flexibility, and work that aligns with their values.
“Gen Z is stepping into the workforce amid transformation, not just responding to change, but driving it,” says Sander van ’t Noordende, CEO of Randstad. “They’re ambitious, adaptable, and searching for growth. Employers who want to retain them must rethink how they design early careers and build trust through purpose and progression.”
The career ladder Gen Z was expected to climb is effectively missing a few rungs. Global job postings for roles requiring 0–2 years of experience have declined by an average of 29 percentage points since January 2024, reshaping access to entry-level opportunities. For example, junior tech roles have declined by 35%, logistics by 25%, and finance by 24%.
Yet instead of standing still, Gen Z is forging new paths.
Only 45% currently hold traditional full-time roles, while among those Gen Z talent who are employed full-time, 31% would prefer combining a full-time role with a second job on the side: a ‘side hustle’. This is not out of disinterest, but likely to build experience, diversify income and gain greater career control. Over half (52%) are actively looking for a new role, and a mere 11% plan to stay in their current job long term.
The implication is that Gen Z’s high mobility isn’t a flight risk – it’s a reflection of their unmet ambition, as 41% of Gen Z report that they always consider long-term goals when making job decisions – higher than any other generation. And second to pay, Gen Z talent say that a lack of career progression is their biggest driver for change.
AI is both challenge and opportunity – and Gen Z knows it
Gen Z is embracing AI to build their careers, but not everyone is getting the same chance. While the majority use AI to upskill, concern has grown: 46% say they worry about the impact of the technology on their jobs, up from 40% last year. For many, this reflects a broader shift – entry-level roles are evolving fast, and younger talent is expected to bring tech fluency from day one, rather than learn on the job as previous generations did.
The report also found Gen Z has the highest attrition rate of any generation: 22% have already left a job, nearly double that of Millennials. This is, however, not a disengaged workforce. In fact, the data shows a high-performing generation with strong values and a clear desire to advance.
Industries like IT, healthcare, and financial services are already seeing stronger retention where roles align with Gen Z’s long-term goals. These sectors indicate that when employers provide visible career paths, purpose-driven roles, and relevant upskilling, Gen Z is ready to commit. The tech industry stands out as a top destination: even if they start elsewhere, Gen Z gravitates toward tech, with net gains of 70% – meaning for every 100 Gen Z workers who leave other industries, 70 move into tech.
Sander van ‘t Noordende notes: “Employers have a choice. They can see mobility as a risk – or they can see it as an invitation. With the right approach, Gen Z’s ambition can fuel innovation, leadership, and long-term impact.”
