Generation Z, which includes people aged 16 to 30 in 2025, has been one of the main drivers of transformation in the job market. This age group is expected to represent 58% of professionals globally by 2030.
This is what a survey by the World Economic Forum points out. In light of this, studies have emerged to understand the perceptions, preferences, and concerns of these young individuals, who were born into a highly connected and increasingly complex and dynamic world.
Research indicates Generation Z’s preferences
A survey by The National Society of High School Scholars (NSHSS) revealed Generation Z’s priorities when looking for a job. Fair treatment among employees was cited by 28% of respondents, while work-life balance (25%) and corporate social responsibility (14%) also stood out.
The study also shows that 86% value professional development opportunities in the corporate environment. Meanwhile, 63% consider paid leave an essential benefit in their relationship with companies.
On the other hand, technology is viewed with caution by these young individuals. For 59%, artificial intelligence will have more negative than positive impacts over the next ten years. Additionally, 62% say they are worried about job replacement due to automation and algorithms.
These findings indicate a professional profile that seeks balance and purpose in the future. According to the NSHSS, Generation Z tends to expect fair benefits from companies, as well as ethical behavior and social responsibility.
The job market adapts to the current scenario
According to the 2025 Salary Guide released by Michael Page, companies are adopting new strategies to attract talent. Among the main ones, 51% offer access to learning and development opportunities, 44% focus on competitive benefits and compensation packages, and 38% invest in strong brand reputation.
The survey highlights that retaining professionals remains a major challenge. Salary competition with other companies is the most cited factor, affecting 66% of respondents.
Another issue is the lack of internal growth and development opportunities. According to the study, 34% of companies see this limitation as a risk to keeping teams engaged.
These numbers show that more and more companies are seeking to offer real career progression prospects. At the same time, leaders recognize that reputation and a positive work environment are key differentiators for attracting qualified professionals.
Flexibility is a focus for younger workers
With the rise of Generation Z,the search for a temporary work modelhas become a priority for this age group. The NSHSS report indicates that flexible schedules are a goal for 61% of these professionals.
This trend creates a scenario where remote, hybrid work, and customized work hours are gaining increasing traction. For Generation Z, balancing multiple activities and maintaining work-life balance is crucial.
This trend aligns with an increasingly dynamic and digital job market. With Generation Z set to become the majority of the workforce, companies that fail to adopt flexible models may face greater challenges in attracting and retaining talent.
