Gen Z’s approach toward professional experiences are most commonly rooted in entrepreneurship, transparency, collaboration and authenticity. Yet new data from KPMG suggests a significant portion of Gen Zers are taking a more traditional approach to their career kickoffs.
KPMG surveyed 433 of its U.S. interns across its tax, audit and advisory functions, and those surveyed said they want to stick around in their first professional role for an extended period. While some survey respondents may have been wary of telling a potential employer anything else, 34% of KPMG’s interns said they plan on staying in their first job for a minimum of five years, which runs contrary to the perception of Gen Z’s perception as a whole.
What Gen Z finance talent wants
Much like prior generations, Gen Z wants value out of their employer. However, what this group perceives as valuable varies. A quarter (25%) named salary as their most valuable factor, a factor some have said they’d trade all of their other professional desires for. An almost identical amount (24%) said a positive culture and working environment, and a fifth (20%) said advancement opportunities.
A workplace without gimmicks, free of employers “peacocking” up the office, and a focus on how to properly implement AI tools are important to young people too. Almost half said they believe 20% of their future inaugural role will be automated by AI down the line.
As leaders have been handed a bulk of the AI training and upskilling resources, GenZers are cognizant of the impact a lack of knowledge around these tools can have on their ability to grow professionally. A large majority (88%) said access to soft skill training is an important factor when deciding where to take their first job.
Changing the perception
Although Gen Z has been credited with rejecting “hustle culture” and embracing work-life balance from the get-go, there is a sense that their generation as a whole has been entirely misinterpreted by the previous generations of workers. Nine in 10 (90%) said they believe the biggest misconception about their generation is that they are lazy and have no desire to work hard.
Part of the poor perception of Gen Z’s work ethic has to do with their perceived inability to handle tough situations or take constructive criticism. While there has been a focus on mental health and well-being by Big Four firms, interns from KPMG seem to be willing to tough it out early on in their careers by trading hard work for loyalty and a willingness from their employer to help them continue learning.
To set up this group of workers in the best way possible, CFOs and finance leaders should collaborate with HR and middle management to find out what types of services — whether they be mental health resources, mentorship programs or microlearning opportunities — to keep young employees just as bright-eyed and bushy-tailed throughout their roles as they were when they first started.
The KPMG Intern Pulse Survey encompasses responses from 433 KPMG U.S. interns across the firm’s tax, audit and advisory functions. The survey was conducted between February 29 and March 18.