{"id":2420,"date":"2025-03-26T15:58:04","date_gmt":"2025-03-26T15:58:04","guid":{"rendered":"https:\/\/smartemp.ro\/?p=2420"},"modified":"2025-04-24T13:06:40","modified_gmt":"2025-04-24T13:06:40","slug":"generation-z-prefers-temporary-jobs","status":"publish","type":"post","link":"https:\/\/smartemp.ro\/en\/2025\/03\/26\/generation-z-prefers-temporary-jobs\/","title":{"rendered":"Does Generation Z prefer temporary jobs? Find out how they want to work and their perception of recruitment."},"content":{"rendered":"

Generatia Z schimba regulile jocului pe piata muncii, iar studiile recente arata ca tot mai multi tineri din aceasta categorie prefera freelancingul in locul locurilor de munca traditionale. Potrivit unui raport realizat de The Upwork Research Institute, peste 52% dintre profesionistii Gen Z din SUA aleg sa lucreze ca freelanceri, comparativ cu 44% dintre Millennials, 30% dintre Gen X si doar 26% dintre Baby Boomers. Aceasta tendinta demonstreaza o schimbare profunda in perceptia asupra muncii si a modului de dezvoltare a carierei. Cum prefera sa lucreze Generatia Z? Care este perceptia lor asupra recrutarii? Afla in cele ce urmeaza!\u00a0<\/span><\/p>\n

For the first time, The Upwork Research Institute's study identifies five distinct types of freelancers, called \"freelance career models\": Portfolio Careerists, Independent Consultants, Moonlighters (Part-time Freelancers), Temporary \u201cGig\u201d Workers, and Company Founders.<\/em> (Freelancer part-time), Temporary \u201cGig\u201d Worker<\/em> (Lucrator Part-Time) si Company Founder<\/em> (Fondator de companie).\u00a0<\/span><\/p>\n

Cea mai mare categorie de freelanceri din Generatia Z se identifica drept Portofolio Careerist (39%) – profesionisti calificati care gestioneaza un portofoliu variat de proiecte in diverse industrii si pentru mai multi clienti.<\/span><\/p>\n

\u201eCercetarea noastra arata ca noua generatie de talente percepe cariera moderna ca fiind mult mai diversificata si dinamica decat generatiile anterioare. Ei isi doresc libertate, control si autonomie, ceea ce le permite sa profite de noi moduri de lucru, care le influenteaza performanta si stabilitatea financiara”, a declarat Kelly Monahan, director general al Institutului de Cercetare Upwork. \u201eMulti lideri si profesionisti asociaza freelancing-ul doar cu munca pe termen scurt si tranzactionala, dar este mult mai complex decat atat. Cele cinci modele distincte de freelancing ne arata ca fiecare dintre aceste aranjamente de munca are motivatii unice, ceea ce are implicatii clare pentru peisajul in continua schimbare al angajarilor.”<\/span><\/i><\/p>\n

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How Generation Z prefers to work<\/b><\/h2>\n

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  • The majority of Generation Z professionals prefer freelancing over traditional jobs: More than half (53%) of freelancers work at least 40 hours per week on various types of projects, with a third of them having been freelancing for over two years.<\/span><\/span><\/li>\n
  • Gen Z <\/b>embraces an entrepreneurial mindset, building flexible careers based on choices, not necessity: Although financial stability is important for all Generation Z freelancers, 70% say they choose freelancing for the flexibility it offers, 64% for working in an environment without age, race, or gender restrictions, 64% for the freedom to work from any location, 62% to pursue meaningful work, and 61% for more control over their personal and career development.<\/span><\/span><\/li>\n
  • Generation Z freelancers prioritize learning and adopting new technologies like AI: <\/b>51% of Generation Z professionals use generative artificial intelligence, but the rate is even higher among Gen Z freelancers (61%), compared to their full-time employed peers (41%). Additionally, 39% of Gen Z freelancers have already earned a specialized certification in AI.<\/span><\/span><\/li>\n
  • „Portofolio Careerist” <\/b>is the preferred freelancing model of Generation Z: 39% of freelancers identify as such, 26% as Independent Consultants, 24% as Moonlighters, 7% as Temporary Gig Workers, and 3% as Company Founders. Temporary Gig Workers,<\/strong> and 3% as Company Founders.<\/span><\/span><\/li>\n
  • The majority of Generation Z freelancers offer specialized services:<\/b>45% work in fields such as programming, copywriting, and design, while 24% work as social media experts and content creators for others.<\/span><\/li>\n<\/ul>\n

    The study also shows a preference for temporary work as a form that offers flexibility and the opportunity to choose projects. But what is Generation Z's perception of temporary staffing agencies?\u00a0<\/b><\/p>\n

    Bullhorn, a U.S.-based cloud software company for the recruitment and workforce placement industry, surveyed 1,000 Gen Z candidates in the U.S. (born between 1998 and 2004) in 2022 to explore their attitudes towards work and recruitment companies. Here\u2019s what they found:<\/span><\/p>\n

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    \"Gen
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    Perceptions of recruitment: positive, but awareness is low<\/b><\/h4>\n

    Only 25% of Gen Z respondents fully understand what staffing agencies do. There\u2019s both good and bad news for staffing firms concerned about the increasing competition from online talent platforms: Gen Z has a positive opinion of staffing agencies, but awareness of the recruitment industry is generally low.<\/span><\/p>\n

    Three out of four respondents say they don\u2019t fully understand the role of staffing firms. However, nearly half plan to work with staffing agencies in the near future or already do.<\/span><\/p>\n

    95% expect recruiters to help them find a better job. Respondents who have not worked with recruitment agencies are more likely to hold this opinion than those who have already worked with them.<\/span>
    \n<\/span>
    \n<\/b><\/p>\n

    Expectations regarding recruitment: Simplified process, constant engagement<\/b><\/h5>\n

    Three out of four Gen Z respondents have dropped out of a promising opportunity midway <\/span>through the recruitment process. Staffing firms could lose numerous opportunities due to a cumbersome or outdated recruitment process. Three out of four respondents dropped out because of an obstacle in the process, and a third dropped out before applying.<\/span><\/p>\n

    Talentele mentioneaza problemele de comunicare sau implicare drept provocarea principala cu care se confrunta. 17% mentioneaza ingrijorari legate de salariu sau beneficii, 24% comunicarea slaba din partea recrutorului, 20% – un proces care consuma mult timp 19% – un proces de recrutare prea complicat. <\/span>
    \n<\/span><\/b><\/p>\n

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    Technology preferences<\/b><\/h5>\n

    85% spun ca intregul proces de cautare a unui loc de munca si aplicare este invechit. <\/span>89% say the entire job search and application process is outdated. 89% of those who have an opinion on recruitment sites say an outdated website makes them lose trust in a company. 85% think the entire recruitment process is outdated.<\/span>
    \n<\/span><\/p>\n

    What does Generation Z think about the role of AI and automation, such as chatbots, in recruitment?<\/b> When asked about their preferences regarding human contact during job searching and applications, two out of five respondents said they prefer to work exclusively with chatbots, without human recruiter contact. However, three out of five still prefer at least some human interaction, suggesting that companies should offer multiple options to meet the unique needs of each candidate.<\/span>
    \n<\/span>
    \n<\/span>If you want to improve the experience for Gen Z, you should focus on mobile experience. 71% of Gen Z respondents primarily use a mobile device to apply for jobs. While 59% of all respondents use smartphones primarily to apply for jobs, only 9% use dedicated apps.<\/span><\/p>\n

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    Preferred communication: frequent contact, on their terms<\/b><\/h5>\n

    3 din 4 tineri Gen Z vor ca recrutorii sa ii contacteze cel putin la fiecare doua saptamani. <\/span>Three out of four Gen Z respondents want recruiters to contact them at least every two weeks. Nearly half of them prefer recruiters to communicate via email, with LinkedIn being the second preferred platform for career opportunities.\u00a0<\/span><\/p>\n

    Young people say that recruiters do not contact them enough during the recruitment process. Four out of five respondents want recruiters to contact them at least twice a month, and 55% want to be contacted at least once a week.<\/span><\/p>\n

    Gen Z believes in the value of recruiters but will not tolerate outdated recruitment processes. Like other generations, Gen Z talent expects a simplified experience with clear and consistent communication. You can offer them a top-tier experience tailored to their preferences if you have:<\/span><\/p>\n

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    • Transparency and clarity in the recruitment process: Gen Z values clear information about salary, responsibilities, and organizational culture. A lack of transparency can lead to a loss of interest in a job opportunity. A<\/li>\n
    • A digital and efficient application process: Being digital natives, these young people expect fast recruitment processes that are accessible from mobile devices. Implementing tools like chatbots for immediate responses and user-friendly application platforms can enhance the candidate experience.<\/li>\n
    • Opportunities for professional development: Gen Z values continuous learning and development opportunities. Agencies should highlight mentorship programs, training, and career advancement possibilities available.<\/li>\n
    • Work flexibility: The ability to work remotely or in a hybrid setup is highly valued. Agencies that can offer such opportunities will have an advantage in attracting Gen Z candidates. Turn to a staffing agency, like Smartemp, to keep up with Gen Z's preferences!<\/li>\n<\/ul>\n
      Work with a staffing agency, like Smartemp, to keep up with Gen Z's preferences!\u00a0<\/strong><\/h5>\n

      Smartemp has over 13 years of experience in staffing services and more than 10 years of working with multinational companies. We recruit specialists in HR, Finance, IT&C, IT helpdesk, Office management, etc., for a set period. The application process is simple, on the smartemp.ro website, optimized for mobile. Candidates can register there and then apply for available jobs in the Careers section. We maintain communication with them throughout the recruitment process, providing details about the stages, as well as feedback. We handle the necessary employment documents, prepare the additional documents and decisions, and prepare and send the electronic employee registry to the authorized authorities.<\/p>\n

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      Request a personalized recruitment offer here or at office@smartemp.ro aici<\/a> sau la office@smartemp.ro<\/strong><\/p>\n

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      Sources:\u00a0<\/strong><\/p>\n

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      • Bullhorn – „How Do Gen Z Workers Feel About Staffing Firms? | A Bullhorn GRID Report”<\/li>\n
      • investors.upwork.com – „Gen Z Is Abandoning Conventional 9-to-5 Corporate Jobs for More Diverse, Flexible Careers in Freelancing, According to New Upwork Research”<\/li>\n
      • The Guardian\u00a0 – „Conscious unbossing: why Gen Z are refusing to become managers” – The Guardian<\/li>\n
      • Agent <\/span>f<\/span>or the Future<\/span> „Attracting and Retaining Millennials & Gen Z” – Agent for the Future<\/li>\n
      • World Economic Forum<\/span> –\u00a0„How to recruit Generation Z workers and hold on to them”<\/li>\n
      • TriStarr Recruiting – „Gen Z Job Candidates Have Different Expectations \u2013 How Staffing Agencies Can Flex” – TriStarr Recruiting<\/li>\n<\/ul>\n

        Read also:<\/p>\n

        10 Myths About Temporary Employment and the Reality Behind Them<\/a><\/p><\/blockquote>\n