What hirers need to know about Gen Z
A new generation is reshaping the workplace: Gen Z. With the eldest members of this cohort now in their late 20s, they’re a growing force in New Zealand workplaces, with their own priorities, values and expectations. It’s estimated that by 2030, Gen Z will represent a third of the country’s workforce, so it’s essential to understand their unique strengths and challenges.
Here’s what you need to know about hiring and managing Gen Z employees.
What is a Gen Z worker?
Gen Z means anyone born between 1996 and 2010, meaning the oldest are nearing 30 while the youngest are still in high school. Those working full time entered the workforce during a period of economic uncertainty and rapid technological change.
Gen Z workers are generally in the early career phase of their working life says Justine Alter, Co-Director and Organisational Psychologist at Transitioning Well. They span from casual workers through to professionals laying foundations in their chosen fields.
What matters to Gen Z in the workplace
To understand what Gen Z candidates value, it’s important to note the conditions that shaped their early careers. According to Kylie Pascoe, APAC Senior Marketing Manager of SEEK’s Customer Insights & Research team, those factors include rising cost-of-living pressures, greater workplace flexibility than was offered to previous generations (due to pandemic WFH policies), and evolving employee expectations around work.
“What stands out most about Gen Z is their pragmatism,” says Pascoe. “While Gen Z can sometimes be associated with being work-shy, SEEK’s Money Matters Report shows they’re highly motivated by financial security and career progression.”
In fact, Gen Z outpaces every other generation in their willingness to make trade-offs for higher pay, such as taking longer commutes and working extra hours.
This suggests a generation that is ambitious and adaptable but also feeling the pressure to get ahead early, says Pascoe. SEEK’s Workplace Happiness Index shows Gen Z workers feel this pressure acutely – being the least happy generation in the workplace (58% vs 62% nationally).
Gen Z are highly proactive in making their work, work for them, SEEK research shows, with many taking on side hustles or work beyond their main role.
“They also prioritise roles that offer meaningful experience, learning opportunities and pathways for growth,” says Pascoe. “While they value flexibility, they’re pragmatic and strategic, making career and work decisions based on long-term benefits, rather than just immediate comfort.”
For hirers, this means Gen Z workers are eager to step up but need the right support. According to Pascoe, it’s essential to ensure their ambition is sustainable rather than leading to burnout. Employers should provide Gen Z workers with clear career progression, competitive pay and strong leadership, along with realistic workloads and wellbeing support.
Tips for hiring and managing Gen Z employees
1. Don’t assume all Gen Z workers are the same
What drives younger workers today is very different compared to the motivations of workers a decade ago – but rather than assuming you know what motivates them, it’s essential to find out from the source, and ask them, says Alter.
She suggests asking Gen Z employees individually:
What do you value?
What motivates you?
What do you need in a manager?
What makes you feel good about your work?
It’s important not to assume all Gen Z workers have the same values. Asking individuals will help you understand what matters personally to them, rather than working off assumptions.
2. Purpose and recognition are all-important
While each generation has differences, the fundamentals for employee happiness generally remain the same. SEEK’s Workplace Happiness Index found the top happiness driver across all generations is purpose at work.
What makes Gen Z happy at work isn't radically different from other generations. Across all ages, people want interesting work, manageable workloads, and recognition for their efforts. When considering how to improve workplace conditions for Gen Z, employers should also look at making everyone happier coming to work – by addressing things like workload, management and stress.
3. Balance WFH and on-site work
Face-to-face interaction and mentoring are both important for supporting younger workers, advises Alter. Since the pandemic, many companies have continued to offer hybrid or remote work – which works well for experienced employees but may leave newcomers feeling unseen. Mentoring and face-to-face interaction are vital for younger workers’ learning and development, she says.
“If you’re a hirer working remotely or from home some days of the week, plan how you’ll make the balance work with face-to-face time when hiring Gen Zs,” she says.
Let Gen Z candidates know during the recruitment process that you will make sure they’re supported through onboarding, mentoring, and in-person training.
4. Life stage, not age
Although it can be helpful to understand what each generation values in the workplace, there’s danger in making generalisations based on a candidate’s age says Alter. Instead, she suggests hirers think about which stage of life the worker is in, rather than just their age.
People of any age who are early in their careers have different needs than more established workers. “What we know about today’s early-career workers is they prioritise diversity, inclusion, social responsibility and sustainability in deeply meaningful ways – these are all great assets to have in your organisation,” she says.
Hiring and managing Gen Z means understanding what matters most to them at work: mentorship and support, clear career progression, purpose, and a culture that prioritises mental wellbeing. While generational trends can guide how you attract and retain younger talent, every employee is unique. By recognising individual priorities and supporting personal growth, you can create an environment where Gen Z – and your entire team – can thrive.
Money Matters Research conducted by market research agency Nature on behalf of SEEK, between February and April 2025 via an online survey.
Workplace Happiness Index Research conducted by market research agency Nature on behalf of SEEK, between July and September 2025 via an online survey.
Responses were gathered from more than 1,500 individuals currently in the workforce (either employed or looking for work), aged 18 to 64, and living in New Zealand.