Gen Zs, we know that finding a job in today’s market is challenging. In fact, 71% of Gen Z in Singapore said in a recent survey that they find it harder to secure a job compared to older generations.
Gen Zs, born between 1997 and 2012, are quickly entering the workforce, and some of them have already advanced to managerial positions. By 2030, more than 25% of the workforce in Asia Pacific will be made up of Gen Zs.
Even though securing a job after graduation sounds straightforward, Gen Zs are facing a different reality. In today’s economic climate, employers are becoming increasingly cautious about hiring, often looking for candidates who fit the bill perfectly.
Digital and AI transformation are also making some entry-level jobs obsolete. At the same time, new roles requiring new skills are being created, driving the demand for data analytics, project management, and creative thinking. For Gen Zs without adequate work experience, the learning curve may feel steep.
How can Gen Z navigate the job market to secure jobs after graduation? How much salary should Gen Zs be asking for? Should Gen Z broaden their search to unconventional careers or employment types?
In this article, we’ll be sharing the latest updates from the job market and practical insights on how you can secure a job that matches your values and aspirations.
are gen Zs looking for the whole package at work?
A strong starting salary, flexibility in how and where you work, a vibrant workplace that feels like more than just a desk, and meaningful growth that makes you feel accomplished. Robust training programmes and clear career progression paths are not just perks for you, they are essentials.
Work does not define your life and you are challenging the old “hustle and bustle” mentality. Why spend all your hours commuting when you thrive with flexibility? The idea of being tied to a physical office five days a week just feels dated.
For you, work is about achieving financial freedom and living a fulfilling life beyond the office.
Gen Zs like yourself may also be labelled as job hoppers. But you’re just not afraid to move on if your expectations are not met, especially when it comes to fast-tracking your career. You are constantly looking for launch pads, and if you are hitting your targets, you expect to see that reflected in your progression.
You, as Gen Z, probably see these as reasonable and valid expectations for a good starting point in your career. And the reality is, everyone from the previous generation felt the same.
when do expectations send negative signals to employers?
While these expectations are reasonable from your perspective, they can sometimes send unintended signals to employers. For some employers, they may feel that Gen Zs want it all.
Employers may worry about your commitment levels and loyalty. Companies invest a lot in hiring and training new talent, and they naturally want to see a reasonable return on that investment. If they perceive a high flight risk, such as high salary expectations or demand for fast-tracked promotions, they may fear that their investment in your development would not be reciprocated with loyalty.
why should gen Zs manage their career expectations?
In a perfect world, we would all land a job that ticks every single box, be it generous leave, amazing pay or a clear path for growth. This can be easier to attain when the economy is doing well and when companies are actively hiring new headcounts.
However, focusing on a fixed set of specific requirements and unwillingness to consider any alternatives can lead to a longer period of unemployment. For fresh graduates, it may also delay your starting point.
We are usually lucky to get two or three things from our wishlist. This is why it's so important to figure out what truly matters to you and then aim for the jobs that deliver those must-haves.
Job seekers, regardless of which work generation they are in, should always be managing their expectations, even when times are good.
how to decide what to negotiate for, and what to trade off?
It all depends on what is important to you, and not in a way that they are all important to you at the same level. Rank and prioritise your expectations to find out which factors are more important to you.
For example, if hybrid work is your must-have, would you be willing to take home a slightly lower salary for the chance to work in a company that offers you greater autonomy? If a high starting pay is non-negotiable to you, would you consider a role with less immediate flexibility if it offers accelerated career progression and clear pathways to higher salaries down the line? Or perhaps, if a vibrant, fun culture is essential, would you be open to an initial period of more structured training if it leads to greater creative freedom later?
Here are some examples of non-negotiables:
- Company culture and respect among colleagues and leaders
- Fair and transparent compensation
- Work-life balance suited to you
- Opportunities for learning and career advancement
- Ethical standards and trustworthiness in the workplace
Understanding and acting on your trade-offs is not about compromising your values. It is a strategic approach to show employers that you have thought deeply about your career and that you’re adaptable and committed to finding a role that fits. This maturity can turn what might be seen as “demands” into a clear signal of your genuine professional intent.
To identify your professional non-negotiables, you can start by:
- Looking back at what didn't work for you. Think about past jobs or even school projects where you felt unhappy or disengaged to pinpoint the key reasons that made you feel this way.
- Considering what you would never accept, no matter what. It could be a homogenous working environment, or having absolutely no work flexibility at all.
These non-negotiables will change as you move along as well, and may sometimes already be different from before and after you graduate. So be sure to take some time to evaluate where you are in your career and life journeys.
how to focus your job search on companies that invest in you
When selecting companies to apply to, it’s important to find out more about them based on the latest information you can find. Even good paymasters can pivot their strategies and change their performance bonus structure to reflect today’s changing business environment.
How can you determine if an employer is on the same page as you before you start interviewing with them?
- Research companies thoroughly by using apps like Glassdoor to read new reviews or connect with ex-employees on LinkedIn to learn more about their working experience.
- Does the company list their career development programmes, mentorship programmes and leadership tracks on their website?
- Ask smart questions during your interview about career progression and training opportunities without sounding too pushy.
when should gen Zs lower expectations or negotiate?
It all depends on the company and the job opportunity. Everyone’s dream job is to work in a company that offers high pay, flexible benefits, clear targets for career progression, good environment, manageable workloads and the list goes on.
However, finding a job that ticks every single box is incredibly difficult, especially when you are just starting out.
If the company that you want to work for checks most of your non-negotiables but falls a little short on a “nice-to-have”, like one less work-from-home day, or a slightly lower starting salary (but still competitive), then you can consider negotiating.
Show them why you are worth that extra bit. Instead of just asking for more, talk about growth and opportunities. Did you gain specific skills during your internship? Have you taken initiative on projects that align with their needs?
True negotiation means being ready for different outcomes. If they can't meet your request, consider if the overall package still makes it a compelling opportunity.
Sometimes, you might encounter an opportunity that's outstanding in one or two areas but doesn't meet all your requirements. You probably will need to weigh the long-term gains against short-term wants.
An entry-level role may not offer immediate top pay or the best flexibility, but it could provide you with mentorship and exposure to an industry you are passionate about. They may also have very good employee engagement and work-life balance programmes that focus more on your well-being and mental health.
need help getting your first job?
Finding a job that perfectly balances your ambition and expectations can be tough. But when you partner with a recruitment firm, finding an employer who genuinely supports your growth and aligns with what you need will make your working life so much better.
Figuring out exactly what you want from a job is a journey that will continue throughout your career, and that's completely normal. You don't have to feel stuck or have all the answers right now. Instead, start by exploring your options – why not apply for a role with us? Our specialised recruiters are ready to connect with you if you're a good fit.
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frequently asked questions (FAQs).
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What do Gen Zs value most in a job?
Gen Z prioritises a good work-life balance over salary, but they still expect an equitable starting salary to manage the rising costs of living and save for big-ticket expenses. Beyond work-life balance, Gen Z is the most motivated by growth opportunities.
Motivations aside, the main push factors for Gen Z include the lack of recognition or appreciation for their work, as well as the desire for higher salaries and better benefits. To gain a deeper understanding of the workforce expectations across different working generations, visit our 2025 Employer Brand Research.
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How can Gen Zs manage their salary expectations?
Gen Zs can manage their salary expectations by discussing their concerns about compensation with their existing or prospective employers.
If the salary that Gen Z talent wants is not in the cards due to budget constraints, there may be opportunities for companies to offer other benefits such as hybrid work options, leave options, mental health support and skills development opportunities. It is important to evaluate market conditions, current pay benchmarks and the holistic pay and benefits package before making an informed decision about a job offer.
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Why are Gen Zs seen as job hoppers?
Gen Zs are perceived as job hoppers because of their decisive and intentional approach to work. If their needs are not met, they are very likely to switch roles in search of factors such as career development opportunities, better pay or a stronger work-life balance. Some individuals may prioritise immediate pay increases and leave a role quickly if their compensation doesn't align with their expectations.
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How to find your first job after graduation?
You can find your first job after graduation through looking for roles on national job portals like MyCareersFuture.sg, professional networking sites like LinkedIn and the career centres at your university. Additionally, working with a job recruiter allows you to access roles that may not be openly advertised, and negotiate for better pay and benefits.
Reach out to your university's alumni and professionals on platforms like LinkedIn. Informational interviews can provide valuable insights. Don't underestimate the power of word-of-mouth; let your friends and family know you are job hunting. This can lead to referrals, which are often a more effective way to secure an interview than online applications.
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What career non-negotiables should Gen Z focus on?
The career non-negotiables that Gen Z should focus on should be tailored to each individual depending on their unique needs. Some may find an attractive pay a must-have to manage economic uncertainty and costs of living, while others may value having flexible working arrangements. Yet others will only work for a company if their values, such as diversity, equity and inclusion, align with their own.