Generation Z is reshaping the workforce in Singapore, bringing fresh energy, digital fluency, and new expectations to the workplace. Unlike previous generations, Gen Z values transparency, work-life balance, and purpose-driven careers. Traditional interview approaches may not resonate with them, making it crucial for hiring managers to adapt their questions to truly understand what makes them tick.
If you’re hiring Gen Z employees in Singapore, asking the right questions can help you uncover their strengths, motivations, and potential fit for your company. Here are some smart and engaging questions to ask—and why they work.
“What kind of work environment helps you perform at your best?”
Gen Z in Singapore has grown up in an era of flexible work arrangements, hybrid models, and digital collaboration. This question helps you understand their preferred way of working—whether they thrive in an office setting, remote work, or a mix of both. It also sets the stage for discussing how your company supports work-life balance, which is a key factor for this generation.
“Tell me about a time you solved a problem creatively.”
Singapore’s fast-paced economy values innovation and adaptability. Gen Z employees tend to be independent thinkers who appreciate opportunities to be creative. This question helps assess their problem-solving skills, ability to think outside the box, and willingness to take initiative—qualities that are especially valuable in dynamic industries like fintech, e-commerce, and digital marketing.
“What do you look for in an employer besides salary?”
While salary is important, Gen Z in Singapore also values career development, company culture, and alignment with personal values. This question allows candidates to share what truly matters to them—whether it’s mentorship, corporate social responsibility, diversity and inclusion, or career progression. Their answer can help you determine whether your organisation’s culture aligns with their expectations.
“How do you like to receive feedback?”
Unlike older generations who may be accustomed to annual performance reviews, Gen Z prefers real-time, constructive feedback. Understanding their preferred feedback style—whether through regular check-ins, mentorship, or peer reviews—can help managers create a more engaging and supportive work environment.
“Can you describe a project or skill you learned on your own?”
Singapore’s job market increasingly values continuous learning and upskilling. Many Gen Z candidates have taken online courses, participated in hackathons, or learned new skills through platforms like Coursera, Udemy, or YouTube. This question reveals their self-motivation, curiosity, and ability to adapt to new challenges—critical qualities for thriving in a competitive workforce.
“What excites you most about this role and company?”
This question helps gauge the candidate’s level of research and genuine interest in your organization. If they can articulate why your company’s mission, culture, or opportunities appeal to them, it’s a good sign they’re serious about the role and will be more engaged as employees.
“What is your preferred way to collaborate with a team?”
Many Gen Z professionals are digital natives who are comfortable working across different communication platforms, from Slack to Microsoft Teams. However, they also value face-to-face interactions for meaningful collaboration. This question helps you understand how they work with others, which is especially important in Singapore’s multicultural and multi-generational workplaces.
“Where do you see yourself in three to five years?”
Career growth is a major priority for Gen Z. While they may not have a perfectly mapped-out career path, their answer can reveal their ambitions, openness to learning, and how your company can support their professional journey. This is a great way to introduce your company’s career development programs and mentorship opportunities.
“What kind of leadership style brings out the best in you?”
Leadership styles have evolved, and Gen Z prefers managers who act as mentors rather than authoritative figures. This question helps hiring managers understand how to effectively support and motivate young employees, ensuring better engagement and retention.
“What social causes or company initiatives would make you proud to be part of this company?”
Gen Z is known for their strong sense of purpose. Many are drawn to companies that contribute to sustainability, diversity, and social impact. In Singapore, where initiatives like the Green Plan 2030 and corporate sustainability programs are gaining traction, this question can help identify candidates who are aligned with your company’s values.
Final Thoughts: The Key to Connecting with Gen Z
Gen Z candidates in Singapore are looking for more than just a paycheck—they want purpose, growth, and a positive work environment. By asking the right questions, hiring managers can better understand their motivations and create a stronger connection during the interview process.
Adjusting your interview approach not only helps you attract top Gen Z talent but also fosters a workplace culture where they can thrive. After all, the future of Singapore’s workforce depends on engaging and empowering the next generation of professionals. Are you ready to make the most of your Gen Z hires?
