For years, the skilled trades have had to push for greater recognition as a viable career option. But that may be changing, judging by a recent survey.
Almost half (43%) of 1,000 Gen Z employees polled in the United States say they have changed or adjusted their career plans because of AI.
A further 53% are considering blue-collar and skilled trade roles in response to AI adoption.
This is an expected response from this generation, according to Jelena Zikic, professor at York University’s School of Human Resource Management.
“We know that they are very aware of the complex labour market, and so this is really related to employers having to rethink how to attract particularly this group of workers.”
These figures from Zety are definitely a “red flag” and something to be aware of, as some technicall careers may be “in danger,” she explains.
Appreal of skilled trades to Gen Z
This shift could have implications for ongoing labour shortages, particularly in skilled trades, Zikic says.
“It is a bit too early to say if this is going to be enough or a sustained growth in those areas where there are shortages, but it is an important direction,” she notes.
Observing trends in her classroom, she explains that some students are reconsidering the traditional four-year university degree.
“Some students are considering trades even after a four-year degree. To me, this addresses some of the labour shortages,” she says.
Trade work is a more independent and autonomous type of work, according to Zikic.
“It appeals to Gen Z population, especially because they’re also very entrepreneurial,” she says. “Any opportunities where individuals can take on many projects and be self-managed, feel that connection to work as an entrepreneur in some sense, I think those would also be good ways of retaining Gen Z.”
Employers looking to attract this emerging talent need to rethink not only recruitment strategies but also how they define career progression. Zikic adds that AI could disrupt mid-career positions, potentially broadening the pool of candidates for trade roles.
“It really depends on the resources and motivation of employers. There are still a lot of individuals in different age groups that may jump into some of these roles,” she says.
Meeting Gen Z’s expectations: purpose, growth and balance
“It’s a bit hard to generalize because it depends on what type of sector we’re talking about; AI anxiety is related to specific types of jobs, more routine administrative tasks, even some coding or technical careers may also be in danger.”
Employers face a dual challenge: attracting and retaining a workforce that is tech-savvy, purpose-driven and skeptical of traditional career trajectories. Zikic emphasizes that purpose and meaning in work are critical motivators for Gen Z.
“They grew up with technology and, depending on the selection and recruitment process, these individuals want smooth, online type of engagement with employers,” Zikic says. “Employers that are able to create and emphasize the big picture in the sense of what the organization is trying to achieve, that’s meaningful, will also impact whether they’re able to attract them.”
How stability, growth and work-life balance shape Gen Z’s career choices
AI-driven anxiety is only part of the equation. The perceived stability of trade roles is another major factor drawing Gen Z, with 65% of survey respondents believing their college degree does not offer protection from AI-driven job losses, according to Zety.
“Depending on career progression and career growth that employers are able to provide for individuals, this is one area where employers could potentially do better,” Zikic says.
She highlights opportunities such as tuition reimbursement, flexible role changes and lateral moves to broaden experience and engagement.
“If employers are able to identify ways that Gen Z could see growth, these are definitely some of the ways that employers can help in terms of career offering and career growth for these individuals.”
Retention, however, remains a significant concern. Zikic points out that Gen Z values autonomy, wellness and work-life balance.
“Gen Z is particularly aware of health and wellness and work-life balance challenges. Employers can tap into those options, whether it is a flexible workday or ways that offer more autonomy,” she says. “They find diversity and inclusion very important. Employers can highlight what actions they’re taking and how they are doing these particular topics.”
Adapting careers for AI
Looking ahead, the evolution of AI and its impact on the workplace remains uncertain, but adapting to this shift is critical, she says.
“It’s hard to make a prediction on these issues because things are changing so rapidly. There are findings indicating roles and types of thinking that AI finds most difficult, like solving ambiguous problems or exercising empathy in some relationships at work. Some of these challenges for AI, will not be resolved anytime soon, and so there will still be room for individuals who bring those skills and abilities into the workplace,” she says.
“There is an area that as educators, we may want to consider in coaching students around their careers and being more open-minded around these unique career pathways and these opportunities in trade and skill-type jobs,” Zikic explains. “We sometimes have these old-fashioned or established ideas around what’s the right way to pursue your career and how we teach students to go about their careers. Educators also need to understand these changes and be able to coach students into these new directions.”
As AI reshapes the landscape of employment, Gen Z’s pivot toward skilled trades presents both a warning and an opportunity for employers. The challenge lies in designing roles that align with technological shifts, career growth expectations and the values that drive this generation, she says.
“Employers that are able to create and emphasize the big picture in the sense of what the organization is trying to achieve, that’s meaningful, will also impact whether they’re able to attract them,” Zikic says