MONTREAL, Oct. 15, 2025 /CNW/ -- Gen Z is stepping into the workforce with confidence, ambition, and a clear vision of what work should look like. But with fewer entry-level opportunities, rising expectations, and rapid technological change, Canadian employers face a new challenge: how to attract, engage, and retain a generation that is simultaneously future-focused and in transition.
Randstad Canada 's latest report, The Gen Z Workplace Blueprint: Future-Focused, Fast-Moving, sheds light on how these young professionals are reshaping career paths, work dynamics, and employer expectations. Drawing on a survey of 11,250 workers globally - including 750 in Canada - and an analysis of over 126 million job postings worldwide, the findings reveal a nuanced picture :
Key findings
- Ambition meets anxiety: 41% of Gen Z don't feel confident they could find another job, yet one in three plan to leave their current role within a year. The attrition rate is the highest of any generation, with 22% having already left a job in the past 12 months.
- No loyalty, just career growth: Average tenure in the first five years is just 1.1 years, compared to 1.8 for Millennials and 2.9 for Boomers, reflecting a desire for clear career progression rather than aimless job-hopping.
Fewer entry-level opportunities: Global postings for roles requiring 0–2 years' experience are down 29 percentage points since January 2024, with tech down 35%, logistics 25%, and finance 24%, reshaping traditional pathways into the workforce.
The AI paradox: 75% of Gen Z use AI to learn new skills, 55% use it at work, and 50% use it in job searches--but nearly half (46%) worry about its long-term impact. Access to formal AI training is uneven, with men (46%) and white-collar workers (50%) more likely to receive it than women (38%) or operational roles (35%). - Side hustles reshape careers: In Canada, many are actively seeking additional income streams to gain experience, diversify income, and exert greater control over their career growth. Only 45% of Gen Z currently work a single full-time role while one in four would prefer to combine full-time work. Flexibility stands out as a defining priority, with 48% citing flexible hours and 39% citing flexible location as top drivers in their ideal job setup.
Turning mobility into an advantage
When it comes to retention, Canadian Gen Z workers are clear on the top incentives to stay long term : better pay (54%), improved benefits (23%) and more flexible working hours (23%). Yet, short tenures remain the norm and among those who left a role within a year, the main reasons were low pay (51%), poor workplace culture (41%) and lack of progression opportunities (34%).
Rather than indicating disloyalty or casual job-hopping, this movement reflects unmet ambition and a search for clear career progression, purpose, and growth opportunities : 37% say they always make decisions based on long-term career goals, while nearly half (49%) balance their future ambitions with short-term needs like salary and work-life balance. Employers who recognize this reality and reframe mobility as an asset can turn Gen Z's drive into a leadership advantage, retaining talent while fueling innovation.
Recommendations for employers
To attract, engage, and retain Gen Z talent, employers should consider strategic changes:
- Redesign entry-level roles: Treat early-career positions as stepping stones to skill development (critical thinking, creativity, collaboration) rather than routine tasks.
Provide clear and visible career paths: Map progression paths, offer regular feedback, and reward growth to build confidence in long-term development. - Integrate learning into growth strategies: Offer upskilling opportunities that are practical, tech-focused, and include AI training.
- Ensure equitable access to skills: AI and other learning opportunities must be available to all, closing gaps between men and women, and white-collar and operational roles.
Build trust and align values: Cultivate a culture that supports flexibility, purpose and growth, all essential to earning loyalty. - Collaborate with talent: Involve Gen Z in defining career paths and creating work environments where they feel heard, supported, and engaged.
Advice for Gen Z
For young workers navigating a rapidly changing labour market, the following approaches can help maximize growth and opportunity:
- Stay proactive and agile: Use side hustles, AI tools, and learning agility to diversify experience, income, and career control.
- Leverage AI as a competitive advantage: Learning new skills and optimizing job searches with AI can differentiate candidates in a competitive market.
- Request growth early: Actively seek feedback and co-create development plans with managers.
- Recognize your value: Even with gaps in experience, fast learning and technology skills are strong assets.
- Seize opportunities to demonstrate impact: Engage in projects that highlight unique, non-automatable skills.
- Build resilience and networks: Find mentors, track achievements, and cultivate peer networks to thrive in challenging environments.
For more information on how employers and Gen Z talent can work together to redefine career paths, visit Randstad Canada's website.
About Randstad
Randstad is the world's largest talent company and a partner of choice to clients. We are committed to providing equitable opportunities to people from all backgrounds and helping them remain relevant in the rapidly changing world of work. We have a deep understanding of the labour market and help our clients to create the high-quality, diverse and agile workforces they need to succeed. Our 46,000 employees around the world make a positive impact on society by helping people to realize their true potential throughout their working life.
For more information, visit randstad.ca
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