More Than Half of Job Seekers Prioritize Monetary Compensation
Mandatory Attendance at Workshops and Sports Days Seen as Worst Welfare Policy
More than 9 out of 10 Generation Z job seekers consider a company's welfare programs as a key criterion when applying for jobs. In particular, the most preferred benefit is "performance bonuses," highlighting a tendency to value additional monetary compensation beyond basic salary.
According to a survey on the "Importance of Welfare Programs" conducted by the recruitment platform Jinhaksa Catch on August 23, 2025, targeting 1,530 Generation Z job seekers, 51% of respondents selected monetary compensation as their most preferred type of benefit. This was followed by ▲work environment and culture (20%), ▲leave policies (18%), ▲living support (6%), ▲growth support (3%), and ▲health and psychological welfare (2%).
In more detailed categories, performance bonuses ranked highest at 41%, followed by ▲four-day workweeks (19%) and ▲unlimited paid leave (14%). Other preferred benefits included ▲summer and winter vacations (7%), ▲living expense support (6%), ▲remote or flexible work (5%), ▲meal provision (4%), and ▲dormitory or company housing (4%). This indicates that Generation Z values rational rewards based on performance and a flexible work culture, rather than simply stable working conditions.
On the other hand, the "worst welfare programs" were mandatory attendance events such as sports days or workshops, cited by 37% of respondents. This was followed by ▲promoting basic working conditions such as five-day workweeks or the four major insurances as welfare benefits (22%), ▲meetings or events held after work hours (18%), ▲low-utility minor benefits (10%), ▲benefits limited to certain groups (7%), and ▲undesired goods or low-cost souvenirs (6%), all of which received negative feedback.
As for new welfare programs they would like to see introduced, "support for single or unmarried employees" was the most desired at 31%. This was followed by ▲health management services such as personal training or massage (25%), ▲career and self-development programs such as job rotation or education support (18%), ▲enhanced work-life balance (17%), ▲unique experiences or events (4%), and ▲pet care (4%).
This reflects a desire to have one's personal life respected regardless of marital status, as well as an interest in investing in health and self-development.
A representative from Jinhaksa Catch stated, "For Generation Z, welfare is not just an additional benefit but a core standard that determines whether they apply for a job," adding, "Companies need to assess whether their welfare programs are truly felt by employees and whether they sufficiently reflect the needs of each generation."
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