Research by global talent solutions partner Robert Walters highlights a significant disconnect between Singaporean employers and Gen Z professionals. Whilst 71% of organisations are open to hiring Gen Z employees, 67% of Gen Z professionals feel that companies are not adequately prepared to meet their needs. This sentiment is echoed by the fact that 47% of hiring managers face challenges in managing Gen Z effectively.
The study, which surveyed six Southeast Asian countries, found that Singaporean companies are the most hesitant to hire Gen Z professionals, with 4% expressing reluctance. Despite recognising Gen Z’s strengths in digital literacy and tech-savviness, companies struggle to integrate them into multi-generational teams due to differing work preferences and communication styles.
Gen Z professionals prioritise job security and well-being support, with 56% valuing stability and 33% seeking well-being initiatives. However, nearly half expect to leave their current employer within two years, indicating a need for improved retention strategies. On-the-job training and mentorship programmes are highly valued, with 50% of Gen Z professionals preferring practical learning experiences.
Kirsty Poltock, Country Manager of Robert Walters Singapore, suggests that businesses should adopt strategies aligned with Gen Z’s values, such as offering hybrid work options, prioritising practical skills training, and fostering mentorship. She notes, “Singaporean employers may be more selective, seeking Gen Zs who can prove their corporate readiness immediately.”
As Singapore’s workforce evolves, bridging the gap between Gen Z expectations and organisational readiness will be crucial for long-term engagement and growth.
