Gen Z – An Executive Search for the Right Attitude

For the first time ever, the Gen Z population is poised to surpass boomers in the workplace, in 2024. Studies indicate that this spirited generation possesses unique characteristics that could either disrupt or drive their career progression. The question is: which way will it go?

Gen Z, born between the mid-1990s and early 2010s, is characterized by being digital natives, having a strong sense of social justice, and valuing authenticity and diversity in society. By 2025, this generation is projected to comprise approximately 27% of the workforce globally. And, with such rich attributes and profoundly strong moral compasses, they have the potential to make significant contributions as top leaders. 

However, although they’re still young, we aren’t seeing as many Gen Z candidates trickling into senior leadership positions as we’d expected to, by now. This is not for lack of vacancies – it turns out that placing these dynamic young people is trickier than anticipated.  

Where Are the Gen Z Leaders Hiding?  

According to a 2023 survey by Samsung, Gen Z is ‘defining the future of work – on their own terms’. This statement powerfully clarifies why Gen Z still seems largely absent from the executive environment, despite their adaptability and forward-thinking mindset.  

Samsung’s survey indicates that Gen Z’s values and ambitions are vastly different from previous generations. The most significant finding is that more than 50% of this generation aspire to become entrepreneurs or start their own businesses. This essentially halves the available workforce who would technically be willing to work their way up to positions of leadership.  

I say ‘technically’, because what we’re seeing on the ground is that people in this age group often expect to progress to senior management positions almost overnight. They are quickly disheartened to find that it takes years – sometimes decades – to achieve their first executive paycheck.  

Another factor contributing to low Gen Z leadership demographics is that a large majority are entering fields that aren’t well-known for specialist or managerial skills. 44% of Gen Z respondents are pursuing work in creative arts and media, and another 30% show interest in design. A modest 28% are pursuing careers in STEM-related fields, which is notoriously where the most lucrative and stable executive opportunities can be found.  

Gen Z can be lauded for their admirable personal values. According to a McKinsey survey, Gen Z is also referred to as “True Gen”, for their unwavering commitment to authenticity. According to this study, the search for truth lies at the heart of all Gen Z’s behavior – they reject defined identities, embrace radical inclusivity, want to have fewer confrontations and more dialogue, and seek ways to live life pragmatically.  

In addition, they value work-life balance more than any other generation (50%), are actively looking for career growth and skills development opportunities (50%), and recognize that a willingness to learn is a major key to success (47%). They also bring with them the immense potential of an entire generation equipped with the skills to redefine the digital frontier.  

The Gen Z Dilemma and Overconfidence 

In reality, though, Gen Z people often enter the workplace with extreme expectations that are impossible for hiring managers to meet, or even begin negotiating with. The two most notable trends that are keeping Gen Z people from the workforce, and executive positions, can be summarized as follows:  

• An unrealistic perception of mental health – Gen Z’s demands around work-life balance, which include remote and hybrid work opportunities and 6-hour days, exceed anything we’ve seen before.  
• Earning expectations – Skyrocketing costs of living place us all under pressure, which is perhaps why we’re seeing more young people expecting to transition directly from intern jobs to six-figure salaries, with all the executive company perks. 

These expectations create a chasm between what will soon be 27% of our workforce and the hiring companies that need them. More than ever, the executive search for the right attitude takes front and center.  

As much as the world can benefit from an enterprising generation that champions sustainability and corporate responsibility, refuses to accept inequality or discrimination of any kind, and has the resources to pioneer an AI revolution, the search for leadership pivots on young people who are hungry for opportunity and ambitious enough to put in the work to achieve their goals.  

In the future, these precious individuals will stand out, be courted, and promoted even more. I personally think that, as with every generational change, there will be an adjustment within a few years. Candidates’ expectations will moderate and companies will adapt to Gen Z.