The next generation of workers is rewriting the rules of employment. Today’s young talent isn’t after a job that only pays the bills; they want to have a rewarding experience that allows them to thrive. They want financial security, flexibility, meaningful work, and career growth. And they’re not afraid to walk away if an employer doesn’t meet their expectations.
A competitive salary isn’t enough. If your business wants to attract and retain the brightest young minds, you need to adapt to this shifting landscape.
So, what does emerging young talent want from an employer? And how can your organisation position itself to secure top-tier talent?
Job Security and Stability
Short-term contracts? No thanks. Zero-hour contracts? An absolute nightmare for young job seekers.
Considering that the past few years have been characterised by economic uncertainty (i.e. a pandemic, financial fluctuations, and mass redundancies), it’s no surprise that job security is a top priority for young professionals. Additionally, student debt is at an all-time high, and with economic uncertainty looming, employment stability is non-negotiable.
According to ONS reports, over 68% of students received student loans in 2023. Given this, a study conducted by Admiral found that 75% of 18-27-year-olds in the UK seek secure, long-term employment and loan repayment benefits.
What Employers Should Do:
- Provide financial literacy training to help young employees plan for the future.
- Highlight your company’s long-term stability to ease concerns about job security.
Skills Development is Non-Negotiable
For young talent, climbing the career ladder does not necessarily define success. Today’s youth are seeking to sharpen their skills and master their craft. According to a report by the UK’s Department of Education, employers who offer comprehensive training programmes, such as mentorships, funded courses, and continuous professional development, are far more attractive to young professionals.
According to our experience with members at The Land Collective, young talent often find the years after apprenticeship and graduate schemes confusing. Young professionals are thinking long-term. They want employers to invest in their skills, offer quality training programs, and provide clear and flexible paths for advancement.
Companies that fail to invest in training and development risk losing talent to organisations that do.
What Employers Should Do:
- Provide structured training programmes, mentorships, and certifications.
- Offer tuition reimbursement and dedicated paid leave for learning.
- Highlight success stories of employees who advanced through skill-building programmes.
- Invest in development outside of structured training programmes to help guide young talent.
Flexibility is the New Standard
How important is flexibility? According to a LinkedIn poll by People Management, 77% of respondents said that they would rather have flexibility than a pay rise when considering new roles. Considering that Gen Z entered the workforce during the pandemic era, they view flexible working arrangements as a baseline expectation and less as a perk.
This generation tends to value outcomes over rigid hours and often seeks autonomy in how, when, and where they work.
That said, in the built environment sector, full flexibility isn’t always feasible. Much of the work relies on physical presence — whether it’s site visits, team collaboration, or learning through hands-on experience. For early-career professionals especially, being in the office or on-site can offer critical opportunities for mentorship, skill-building, and professional growth that remote work can’t always replicate.
What Employers Should Do:
- Offer hybrid work models where roles allow but balance this with structured in-person time, especially for junior staff.
- Give employees some control over their schedules to improve engagement and productivity.
- Focus on output and learning rather than strict clock-watching – while also making space for meaningful in-person interaction.
Work-Life Balance is a Dealbreaker
Gen Z refuses to burn out for higher salaries.
According to the Early Careers and Apprenticeships Report by UCAS, today’s generation is highly conscious of mental health, with 78% of respondents stating that work-life balance is essential even more so than a high salary or senior-level advancement.
Employers that promote healthy boundaries and flexibility will have a major advantage in recruitment and retention.
What Employers Should Do:
- Implement flexible work policies (remote work, flex hours, compressed workweeks).
- Respect personal time: no expectations of after-hours work.
- Offer mental health resources and encourage time off.
Culture and Values Matter But They Want Action, Not Just Words
Young talent wants to work for companies that align with their values.
In fact, 65% of students say they wouldn’t apply for a job if an employer’s values didn’t match their own.
But here’s the catch: they don’t just want performative activism. They want real action and internal initiatives that make a difference in employees’ lives.
What Employers Should Do:
- Be authentic about your company values: don’t just post about them, live them.
- Focus on internal changes: fair hiring practices, DEI initiatives, and workplace respect.
- Show, don’t tell: highlight genuine impactful stories within your workforce.
A Diverse and Inclusive Workplace
Diversity and inclusion are not just buzzwords; they shape workplace culture, innovation, and business success.
Young professionals come from varied backgrounds, and they seek an environment where they feel valued, respected, and supported, regardless of ethnicity, gender, socioeconomic background, or personal identity.
Companies that fail to embrace diversity risk alienating young professionals who prioritise inclusive workplaces.
What Employers Should Do:
- Inclusive Hiring & Fair Growth Opportunities: Use diverse hiring panels, eliminate bias, and ensure pay equity.
- Supportive Culture & Policies: Implement strong anti-discrimination policies and DEI training.
- Leadership Commitment & Accountability: Promote diverse representation at all levels and set measurable DEI goals.
Key Takeaways
Attracting and retaining young talent isn’t about gimmicks or one-time incentives, you have to create workplaces where young professionals can thrive.
To win over top apprentices and graduates, businesses need to:
- Highlight your company’s long-term stability to ease concerns about job security.
- Invest in development outside of structured training programmes to help guide young talent.
- Offer hybrid work models where roles allow but balance this with structured in-person time, especially for junior staff.
- Foster a strong company culture but back it up with real action, not just words.
The companies that adapt to this new workforce will attract the best talent and future-proof their teams.
Those who ignore these shifts? They risk losing out because Gen Z isn’t willing to settle.
Now is the time to invest in the next generation because they are the future of your business.
