In a recent Randstad Workmonitor report, 1,000 Kiwis were surveyed to understand the current employee and employer sentiment at work across generations from Gen Z all the way to Baby Boomers.

The current working era has completely changed in a short amount of time due to post-pandemic effects and the introduction of new ways to work.

HR technology and recruitment company, Randstad have released their Workmonitor report which showed that Kiwis are unanimous in prioritising their personal life more than their work life, and is now looking at work-related environments that reflect this.

The findings from the report show the trajectory of how New Zealander’s are making their career choices.

Data shows 48 percent of Gen Z employees won’t accept a job with a business that doesn’t align with their values on social and environmental issues versus 33 percent of Baby Boomers.

When finding a new company, Gen Z and Millennials have expressed the importance of a company aligning with their personal values. About 48 percent of Millennials and 38 percent of Gen Z are not willing to accept a job if the employer is unwilling to make efforts to improve their diversity and equity record.

Most Kiwis are not willing to accept a job that doesn’t meet their expectations or interfered with their personal lives.

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But when it comes to finding a job, 61 percent of Gen Z showed the most confidence in finding a new job quickly where only 39 percent of Baby Boomers felt this way.

“Our research shines a spotlight on what employers need to do differently to attract and retain good people. For many it’s about values alignment or purpose over paycheck,” says Country Director of Randstad NZ, Richard Kennedy.

“In today’s age diverse workforce, understanding how different generations are thinking, and what we can do to cater to every single one of our people, no matter where they are on their career journey or what age they entered the workforce is crucial.”

In a time where industries are facing major labour shortages, employers are now having to re-assess their work environment and structure to ensure maintaining and attracting employees.

This comes at a time where 67 percent of all workers indicate that they are open to new opportunities.

“Employers must ensure any divergence of their culture and values from those of their people are minimal and addressed as differences arise. Only by doing so can companies attract and retain the best talent in a more value-conscious world,” says Kennedy.

To ensure employee loyalty, employers need to remain market competitive and allow flexibility and enhanced employee benefits with a focus on learning and development opportunities, which are increasingly at the core of retention strategies.

Kennedy says that Randstad has highlighted five essential areas when it comes to attracting and retaining talent; values, empowerment, flexibility, engagement and self-improvement.

He adds that employers also need to assess ways of various incentives to compete for the best workers, such as pay raises, to skilling opportunities, job flexibility or more.

Especially in a time of inflation, people are more conscious of the career opportunities that include better pay and benefits.

“One thing is for sure, across all ages people are putting more stock on purposeful work, whether than means being able to spend more time with family or on wellbeing or working for an organisation that aligns with specific values and causes,” says Kennedy.

“It is invaluable to have New Zealand specific research that delves into how employees and employers are thinking, what they are prioritising and what our workplaces will look like now and in years to come.”