/C O R R E C T I O N -- Cengage Work, part of Cengage Group/

In the news release, New Ready to Hire Research Suggests Financial Barriers Preventing Gen Z From Closing the Skills Gap in the Skilled Trades, issued March 4, 2025 by Cengage Work, part of Cengage Group over PR Newswire, we are advised by the company that the Gen Z in the Skilled Workforce report was directing to the incorrect page. The correct, full URL is https://www.readytohire.com/blog/gen-z-in-the-skilled-workforce. The complete, corrected release follows:

New Ready to Hire Research Suggests Financial Barriers Preventing Gen Z From Closing the Skills Gap in the Skilled Trades

Research finds nearly all (98%) Gen Z jobseekers open to skilled trades careers would pursue those opportunities if training was funded and nearly 3 in 4 would be "extremely likely" to pursue programs offering paid training, revealing opportunities to attract new generation to manufacturing, healthcare and skilled trades

BOSTON, March 4, 2025 /PRNewswire/ -- Ready to Hire, part of the skills training business of Cengage Group, a global edtech company, today released its Gen Z in the Skilled Workforce report - which surveyed 525 Gen Zers (age 18-29) currently working in or considering entry-level roles in manufacturing, skilled trades and healthcare - to better understand how they discover and evaluate career pathways. The research comes as industry estimates suggest that 4.2M U.S. workers are planning to retire next year, highlighting the urgent need for organizations to reach this next generation.

"Organizations that rely on a skilled entry-level workforce and face an aging workforce with significant retirements expected in the next year are under significant pressure to attract the next generation," said Rya Conrad-Bradshaw, SVP, Cengage Work and General Manager, ed2go and Ready to Hire. "Many specialized roles in manufacturing and healthcare require students to self-fund certification programs, which our research shows can be a critical barrier to entry for Gen Z jobseekers."

In fact, 98% of Gen Z jobseekers say they would be more likely to pursue an entry level career in skilled trades if training was funded, and nearly 1 in 4 (23%) cite financial resource barriers as a primary obstacle. Nearly 3 in 4 (70%) indicated they're "extremely likely" to pursue programs offering paid training in skilled trades that lead directly to employment.

Beyond financial challenges, respondents expressed feeling underprepared by their training. Less than half (45%) in skilled trades roles felt that their training fully prepared them for their responsibilities and 20% of those who were looking for jobs in the skilled trades reported a lack of qualifications to move forward with applications. Just over half (52%) want more preparation for their roles, citing gaps in hands-on experience and tech-focused training.

"As these results show, the high cost of training, along with inadequate training programs, are major obstacles in connecting this generation to skilled trades," said Conrad-Bradshaw. "Removing these barriers and offering better access to affordable and comprehensive training programs gives organizations a competitive edge in attracting this generation and nurturing the next wave of loyal talent."

Additional Key Findings:

Gen Z career choice driven by job stability, salary - When deciding to pursue their career, respondents indicate job stability (58%), salary potential (55%) and alignment with personal values or interests (36%) as top drivers. Further, nearly 3 in 4 (74%) Gen Z workers say they are satisfied or very satisfied with their current jobs and nearly 1 in 3 (28%) plan to stay in their field of work for more than 10 years.

Gen Z also has strong interest in development opportunities - 70% are "extremely likely" to pursue programs offering paid training in skilled trades that lead directly to employment. Additionally, many respondents (over 78%) said they want to see growth paths and skill development plans before committing to a role. This echoes findings in the 2024 Cengage Group Employability Report, which found that 69% of respondents wished their college or learning programs worked more closely with employers to develop hands-on learning courses.

The optimal time to reach this generation is during high school - Nearly two thirds (62%) of aspiring workers started considering career paths during high school or immediately after graduation. This represents an opportunity for organizations to collaborate with local high schools to offer hands-on learning opportunities, allowing students to explore the potential of these careers.

Friends and family provide strong influence over other sources – The report found that 64% of those working in the skilled trades first learned about their current field through family and friends, while only 10% were influenced by career guidance programs and 9% by social media.

Gen Z conducts extensive online research when job hunting – a significant number (over 85%) checked job boards, LinkedIn (45%), Reddit (42%) and YouTube (29%) for professional opportunities and employer research.

To learn more and to download to the Gen Z in the Skilled Workforce report, visit readytohire.com/blog/gen-z-in-the-skilled-workforce/.

Survey methodology: Data presented in this report comes from a survey conducted between October 18 and October 29, 2024, of 525 individuals aged 18-29 from the United States who did not hold a bachelor's degree. The service CloudResearch (Connect) was used to recruit, and participants were either employed in or interested in entry-level positions within health care, manufacturing or other skilled trades. Responses were confidential and met rigorous standards to ensure a broad representation of this population and protection of personal data and information.

About Ready to Hire
Ready to Hire, powered by Cengage Group, helps companies create and develop skilled talent pipelines for high demand roles through role-aligned training and upskilling products and services. Working directly with employers and a network of academic partners and workforce organizations, Ready to Hire helps employers build untapped candidate pipelines using scalable, technology-enabled services that identify and train new talent through train-to-hire programs, upskill current talent to earn certifications and professional skills with an on-site structured experience, and access local talent. For more information, visit https://www.readytohire.com/.

About Cengage Group
With more than 100 years serving learners, Cengage Group is a global edtech company that enables student choice. No matter how, where, when or why someone wants to learn, our portfolio of education businesses supports all students, from middle school through graduate school and skills education, with quality content and technology. Collectively, our three business units – Cengage Academic, Cengage Work and Cengage Select – help millions of students each year in more than 125 countries achieve their education and career goals and lead choice-filled lives. Visit us at www.cengagegroup.com or find us on LinkedIn and Twitter.

Contacts

Emily Featherston, Vice President, Corporate Communications
emily.featherston@cengage.com

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SOURCE Cengage Work, part of Cengage Group