What happened
New research from International Workplace Group (IWG) looks at how Gen Z professionals in Canada are shaping their careers, as reported by Talent Canada. The picture is one of flexible, AI-aware and multi-income careers rather than a single path with one employer.
The numbers are specific. 31 per cent of Gen Z respondents already have a side hustle or are considering one, and 49 per cent of those cite extra income and financial security amid rising living costs, inflation and student debt. 61 per cent believe AI will reshape their careers, and many say they are building new skills in response.
Among those who changed roles in the past three years, 44 per cent said a higher salary was the main reason, and 49 per cent changed roles two to three times. The report describes this as "career lily pads": moving between roles, industries and projects to raise earnings. Hybrid work matters too. 40 per cent of Gen Z hybrid workers say it cuts commuting time, and 27 per cent say it lets them test new career paths without leaving their main role.
Why it matters if you are hiring
This is research from a flexible workspace provider, so read it with that in mind. Still, the direction fits what many employers see: younger candidates compare offers on pay, flexibility and skills growth, and they do not assume they will stay for a decade.
For entry-level and early-career hiring, that changes a few decisions. Pay bands that lag the market will lose candidates quickly, since salary was the top reason for moving. Retention depends on showing a next step inside the company, whether that is a new project, a cross-functional move or an AI-related skill. Hybrid or flexible arrangements, where the work allows them, are a real part of the offer, not a perk.
Side work is also something to address. Candidates may ask about outside projects, so a clear, fair policy on conflicts of interest saves awkward conversations later. The report does not say how employers are responding, so there is no benchmark yet for what works best.
Plant-floor and site-based roles cannot offer hybrid work, so they need to compete on other things: schedule predictability, pay progression and training.
One thing to do this week
Pick one role you hired for in the last 12 months that turned over or took too long to fill. Write down the pay band, the flexibility on offer and the visible next step, then compare them with what a candidate would see in three competing postings.
Traverse has placed operations, finance, sales, AI and data, and manufacturing people across Canada since 1997, and we help employers shape offers that attract early-career talent and keep it.