New report reveals Singapore employers are 'more selective' when it comes to Gen Z professionals
Employers in Singapore have been urged to adopt strategies aligned with the values of Gen Z employees after a new report revealed hesitation among recruiters when it comes to hiring these young professionals.
Findings from Robert Walters showed that Singaporean hiring managers are taking a "measured approach" in recruiting Gen Zs due to concerns on their skills and expectations.
Among neighbouring markets in Southeast Asia, employers in Singapore emerged as the most likely to be hesitant in hiring Gen Z professionals (4%), according to the report.
Just 70% of employers in the state are also very or somewhat open to hiring Gen Z professionals, despite acknowledging their strengths in digital literacy and creativity.
"The higher level of hesitancy to hire Gen Zs likely stem from a perceived 'skills gap' or concerns regarding the 'soft skills' of recent graduates," said Kirsty Poltock, country manager of Robert Walters Singapore, in a statement.
"In a market where every hire is a significant investment, Singaporean employers may be more selective, seeking Gen Zs who can prove their corporate readiness immediately."
Expectations from Gen Zs
Employers' hesitation also comes amid strong expectations from Gen Z employees, who value wellbeing support, job security, and learning opportunities from their employers.
According to the report, 31% of Gen Z professionals believe that Singaporean firms are not ready to meet their expectations, while 36% believe employers are only "slightly prepared."
Businesses should implement strategies that are aligned with the expectations and values of Gen Z professionals, according to the report. Some of these actions include:
- Offering hybrid or remote work options alongside structured roles
- Prioritise practical and soft skills training by providing on-the-job training, workshops, and seminars to meet Gen Zs' preference for hands-on learning
- Support wellbeing by introducing mental health programmes, financial support, and other initiatives that can build trust at work
- Invest in mentorship and collaboration by offering mentorship or promoting cross-generational teamwork
- Offer timely feedback through constructive reviews, as well as addressing soft skills with clear expectations and improvement suggestions
- Provide access to modern technology and resources, as well as training to ensure effective use
"In a country where digital skills are the most prized currency, Gen Zs can contribute to transforming workplaces in Singapore," Poltock said.
"By offering security through transparency in communication, mentorship to foster growth, and autonomy through structured flexibility – companies can work towards building trust that fosters long-term commitment with Gen Z - the future of Singapore's workforce."
