Guide for Employing Gen Z

You’ll hear the same observations from hiring managers about Gen Z: they’re quick to quit, distracted, and uncommitted. Yet the reality is different. Graduating students today are intelligent, motivated, and flexible. The difference is the definition of commitment: what it means to Gen Z vs what it means to employers. Read on to learn about some of the disconnects and how businesses can turn them into opportunities.

Gen Z places a high value on adaptability, development, and a fulfilling job. According to a Purdue study, this generation place a higher value on “way of life” factors like flexible scheduling, mental health support, and time for personal priorities more than conventional metrics like accomplishment or relationships with supervisors. A Similar study from Deloitte reports that the majority would choose work-life balance over moving up the corporate ladder.

Alignment also plays a key role: almost half believe that if the company’s values didn’t correspond with their own, they would quit within two years. Leaving may seem like the only course of action when feedback channels and communication are broken.

That is not a lack of concentration; rather, it is a different level of engagement. This way of thinking is disparate from previous generations, who placed more value on long-term employment, consistent advancement, and job stability.

On top of all of this, Gen Z’s perspective is being impacted by the fact that they are entering the workforce concurrently with AI. Hays’ 2026 U.S. Salary Guide states that around 80% of businesses use AI tools, albeit primarily to assist rather than replace their workforce.

Even so, 77% of workers still fear losing their jobs due to AI, even though only 4.7% of employer respondents indicate they’re using AI to completely replace roles. Entry-level positions remain the most at risk, challenging the traditional and aspirational “career ladder” and further reinforcing Gen Z’s view of a changing workforce.

As a result, 42% of businesses that responded to the Hays survey are spending money on upskilling their present employees rather than creating new jobs. This means job security for Gen Z will depend more on adaptability than longevity, for example, developing communication, a tech-savvy mindset, and data literacy abilities that AI cannot match.

As previously mentioned, changing jobs every few years is perceived by older generations as being disloyal. For Gen Z, it reflects resilience and a desire for purpose. When companies invest in their growth, offer flexibility, and live their values, they earn Gen Z’s trust and long-term commitment. According to Forbes, loyalty is about mutual investment. Gen Z stays where they are acknowledged, encouraged, and given opportunities to grow.

To summarize, Gen Z isn’t unfocused; rather, their emphasis is distinct. They anticipate that work and life will coexist, and they are ready to adjust to a market that is changing due to AI. Employers who adopt this mentality, through deliberate onboarding, clear career routes, and communication, will not only retain Gen Z talent but also create a workforce that is prepared for the future.

If you want to know more about which jobs are most resilient to AI, visit the Hays Guide Highlights to see the roles and skills best positioned for the future.