Two-thirds of Gen Z talent in Singapore question employers’ readiness to hire them

Nearly two in three Gen Z professionals in Singapore are not confident that employers are adequately prepared to hire and support them, underscoring a growing disconnect between workforce expectations and organisational readiness.

 According to new research by Robert Walters, 67% of Gen Z respondents believe organisations are either unprepared or only slightly prepared to meet their needs. The findings come from a regional study spanning Singapore, Indonesia, Malaysia, the Philippines, Thailand, and Vietnam, and point to emerging tensions as the youngest generation enters the workforce in larger numbers.

At the same time, employers are adopting a cautious stance. While 70% of organisations in Singapore say they are open to hiring Gen Z professionals, 4% remain hesitant – the highest level of reluctance among South-East Asian markets surveyed. A further 26% of employers sit on the fence, signalling uncertainty around how best to integrate this new cohort into existing workplace structures.

Despite this hesitancy, organisations broadly recognise the value Gen Z can bring. Close to seven in 10 employers (69%) cite strong digital literacy and technological fluency as key strengths, reinforcing the generation’s potential to drive digital transformation initiatives. Creativity is also noted, albeit by a smaller proportion of employers.

However, the transition is not without friction. Nearly half (47%) of hiring managers across the region report challenges in managing Gen Z employees effectively. Differences in communication styles, expectations around flexibility, and attitudes towards career progression are among the factors contributing to these challenges, particularly within multi-generational teams.

In response, organisations in Singapore are beginning to refine their people strategies. About 49% of organisations now offer mentorship and structured guidance, while 35% are prioritising more open communication channels to better engage younger employees.

For Gen Z professionals, job priorities reflect a pragmatic outlook shaped by economic uncertainty. More than half (56%) rank job security and stability as their top concern, followed by wellbeing support at 33%. This emphasis suggests a shift away from purely aspirational career goals towards a more measured approach that values sustainability and balance.

Furthermore, diversity and inclusion did not emerge as a primary concern among respondents, indicating that while such initiatives remain important at an organisational level, they may not be a decisive factor for this cohort when evaluating employers.

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Retention remains a key challenge. In Singapore, 45% of Gen Z professionals expect to stay with an employer for no more than two years, while another 40% anticipate a tenure of three to five years. And learning opportunities are another critical factor shaping Gen Z’s employment decisions. Half of respondents (50%) identify on-the-job training as the most valuable form of development, followed by mentorship programmes (29%) and external courses (14%).

Kristy Poltock, Country Manager of Robert Walters Singapore, notes that employers’ cautious approach reflects the realities of operating in a high-cost, high-performance market. “Singapore is a highly mature market where productivity and job-readiness are paramount,” she said. “The higher level of hesitancy to hire Gen Z likely stems from perceived skills gaps, particularly in soft skills, and the need for new hires to contribute quickly.”

To address this gap, Poltock advised organisations to adopt a more targeted approach to workforce strategy. This includes offering structured flexibility through hybrid work models, investing in both technical and soft skills development, and strengthening mentorship programmes to accelerate professional growth. Equally important is a renewed focus on employee wellbeing. Initiatives such as mental health support, financial wellness programmes, and transparent communication can help build trust and foster a more resilient workforce.