Job-hopping was once a surefire way of climbing the totem pole to higher salaries and bigger job titles. While the career tactic has since lost its luster as wage gains have flattened, Gen Z are still jumping from role to role early in their careers—but it’s not because they’re disloyal employees.
Gen Z’s average job tenure during the first five years of their careers is just 1.1 years, according to new research from recruitment company Randstad.
In comparison, millennials stuck around in their first jobs for 1.8 years. Meanwhile, Gen Xers and Boomers held onto jobs at the start of their careers for around 3 years before hopping onto the next.
But Gen Z’s brief job tenures are much more complicated than what meets the eye; entry-level job postings have fallen 29% since January 2024, and alongside fewer opportunities, many are feeling underprepared and unsupported in their professional lives.
And it’s not even for the money: job-hopping has lost its compensation edge, as the salary difference between people who stay in their jobs and those who switch has reached the lowest level it’s been in 10 years, according to February data from the Atlanta Fed. Employees who stayed put at their jobs received a 4.6% wage bump in January and February this year, while those who switched gigs only received a marginally higher increase of 4.8%—only a 0.2% difference.
“In the wake of this, tenure is shrinking: today’s young workers are changing jobs faster than any previous generation,” the Randstad report explains. “While employers may perceive this as a lack of loyalty, our findings suggest it’s a reaction to unmet expectations and a keen desire for progression.”
Gen Z’s job hopping isn’t about disloyalty—it’s really about development
Just because Gen Z is switching jobs at a faster pace than their older counterparts, doesn’t mean they’re quiet quitting in their jobs; about 68% still strive to perform effectively in their current roles, according to the Randstad report. However, like many first-timers launching their careers, they’re not thrilled about their early-career jobs on offer and are willing to make a change.
Gen Z are the least likely generation to say their job aligns with their dream role, with only 56% saying it fits the bill compared to 63% of baby boomers. And the high-growth sectors they crave the most are actively shutting them out; junior tech roles have dropped 35% since January of last year, while entry-level finance roles fell 24%. But healthcare—an industry hailed for being recession-proof and resistant against AI automation—has held on strong, with junior-level job postings increasing 13% in that same time period.
The difficult entry-level labor market is weighing on Gen Z, despite their willingness to switch roles. Two in five of the young workers don’t feel like they can achieve their dream role due to their education, or lack thereof, and 41% say they don’t have the confidence to find another job.
Bosses might assume these doubts will slow Gen Z down, but 54% still regularly browse for new roles anyways.
Gen Z are ambitious—and the bleak job market won’t change that
Despite actively seeking roles in high-growth industries like IT, healthcare, and financial services, the report notes that the youngest generation of workers are leaving college and entering the workforce in an uncertain labor landscape.
AI is quickly sweeping up entry-level jobs—and in the public tech sector alone, the percentage of Gen Z workers has been cut in half since the start of 2023. With limited entry-level opportunities, the young employees are feeling shut out and undervalued. So they’re swapping jobs to finally snatch up their perfect job.
“Economic volatility, declining entry-level opportunities and the impact of AI on skills profiles have not dampened Gen Z’s appetite to advance in their jobs,” the Randstad study explains.
The reality is that four in ten Gen Z “always” consider their long-term career goals when making job change decisions—the most of any other generation. They’re incredibly ambitious, even when facing unique circumstances that Gen Xers and baby boomers didn’t face in their 20s.
Instead of villainizing the group for jumping ship at their businesses, bosses should be more aware of Gen Z’s desire to grow within their organizations—or else they might lose them.
“Gen Z is not a challenge to manage or a problem to solve. In a workforce being reshaped by AI and ambition, they offer a new blueprint for what work can become,” the report continues. “For employers, the takeaway is clear: Gen Z is eager to grow and adapt but needs support that’s accessible, inclusive, and aligned with their ambitions.”
