Key takeaways:
- Gen Z and Millennial candidates evaluate opportunities through a “trifecta” of financial security, meaningful work, and well-being — with high turnover rates driven by strategic pursuit of these priorities rather than disloyalty.
- Despite technological proficiency, younger workers face significant workplace readiness gaps — 80% of hiring managers report issues with recent graduates, highlighting an opportunity for staffing agencies to provide transitional support and professional development.
- Speed and simplicity in the application process have become critical, with Gen Z candidates spending less time (engagement dropped to 51.4 seconds) yet completing more applications when processes are streamlined and mobile-optimized.
As staffing professionals, understanding the evolving priorities of younger generations helps successfully connect candidates with the right opportunities. Recent data from Deloitte’s 2025 Gen Z and Millennial Survey, along with other recent industry reports, provides insights into how these generations are approaching work and careers.
Gen Z and Millennial workers are evaluating career opportunities through a more complex lens than previous generations. According to Deloitte’s extensive global survey of over 23,000 respondents, these younger workers are seeking a “trifecta” of factors in their employment — financial security, meaningful work, and personal well-being.
Nearly one-third (31%) of Gen Zs plan to switch employers in the next two years, while 17% of Millennials intend to do the same. This career fluidity isn’t driven by disloyalty but by a strategic pursuit of stability, work-life balance, personal growth, and purpose.
Financial concerns remain top priority
Deloitte’s research found that cost of living tops the list of concerns for both Gen Z and Millennial workers for the fourth consecutive year. Most Gen Zs and Millennials report financial instability, with nearly half feeling insecure and over half living paycheck to paycheck.
A recent Express Employment Professionals study confirms these financial anxieties across all working generations. Approximately 40% of employed job seekers cite not receiving deserved salary increases as a major concern, while 31% worry about economic slowdowns affecting work opportunities.
This financial pressure is driving notable behavior changes among job seekers, including taking on additional work to make ends meet (19%) and working longer hours or additional shifts (55%). Many are prioritizing higher compensation even when it means sacrificing other job aspects.
The need for meaning and purpose
Meaningful work remains a powerful motivator — over 89% of Gen Zs and 92% of Millennials consider a sense of purpose important for job satisfaction and well-being. Gen Z and Millennial career decisions are increasingly influenced by meaningful work, with over half considering it a “very important” factor when evaluating potential employers.
Staffing agencies should recognize that Gen Z and Millennial candidates define purpose in various ways, including seeking roles with direct social impact, aligning personal and organizational values, and desiring skill development for a sense of achievement. And when faced with a lack of purpose-driven roles, some job seekers are prioritizing higher salaries and work-life balance to enable meaningful pursuits outside of their employment.
A healthy work environment
The emphasis on mental health and well-being continues to grow, with only about half of Gen Zs (52%) and Millennials (58%) rating their mental well-being as good. Workplace factors significantly influence this sentiment:
- Long working hours (cited by 48% of Gen Zs and 47% of Millennials)
- Lack of recognition (48% of Gen Zs and 47% of Millennials)
- Toxic workplace cultures (44% of Gen Zs and 45% of Millennials)
- Unfair decision-making practices (44% of both generations)
For staffing agencies, identifying employers who prioritize well-being will be increasingly important. Companies with supportive leaders, growth opportunities, and good work-life balance correlate strongly with positive candidate experiences and retention.
The technology factor
Technology concerns, particularly AI’s impact on employment, are adding another layer of complexity. According to Express Employment’s report, 24% of job seekers worry about technology negatively affecting their roles.
However, most Gen Zs (57%) and Millennials (56%) are already integrating generative AI into their daily work and hold positive views about it. They recognize that developing both technical and soft skills will be crucial for future success.
Recent data from OysterLink shows that Gen Z candidates are moving through job applications faster than ever, with average engagement times dropping from 55.8 to 51.4 seconds in just three months. Despite this shorter engagement, application rates increased, suggesting that streamlined, mobile-first processes are essential for capturing younger talent.
Challenges in workplace readiness
For the youngest members of the workforce, the shift from school to work continues to present challenges. A Resume.org survey of 1,000 hiring managers found that 80% reported issues with recent college graduates in their workplace. Top concerns included:
- Lack of motivation or initiative (48%)
- Lack of professionalism (39%)
- Excessive phone use (39%)
- Poor time management (38%)
Resume.org’s Career Coach Irina Pichura notes that “colleges don’t teach students how to behave in the workplace,” creating a significant gap between academic achievement and professional success.
What does this mean for staffing professionals?
To effectively engage with Gen Z and Millennial candidates, staffing agencies should consider several strategic shifts:
- Communicate the full value proposition: Help candidates understand not just compensation, but also how opportunities align with their values and support well-being.
- Bridge the education-to-workplace gap: Consider offering professional readiness training to help candidates transition successfully from school to work.
- Streamline the application process: Optimize for mobile and reduce unnecessary steps to accommodate Gen Z’s faster decision-making process.
- Facilitate meaningful connections: Help candidates identify employers whose values and practices align with their priorities.
- Coach on professional development: Guide candidates on developing both technical and soft skills needed for long-term career success.
Gen Z and Millennial job seekers are pursuing a delicate balance of financial security, meaningful work, and well-being — creating both challenges and opportunities for an industry built on understanding human capital. As these generations reshape the employment landscape with their fluid career paths and multifaceted priorities, staffing agencies that recognize this trifecta will become not just talent matchmakers, but architects of sustainable professional relationships.
