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GEN Z RISING: 2017 EDITION
 
GEN Z RISING 2017 EDITION

OVERVIEW

Interest in working for a large company grows as university graduates gain experience. One in four new university graduates (23 percent) wants to work for a large company. But, among recent grads with one to two years of experience—nearly one in three (31 percent) prefers to work for a large company.

That leaves large employers wondering: How do they show new graduates the benefits of a large company experience before these potential employees make their first job choice?

This question becomes crucial as the first Gen Z graduates enter the future workforce. They are willing to commit and ready to roll up their sleeves. In return, they look for an engaging employee experience that takes full advantage of their skills.

VIEW THE REPORT [PDF]
23% OF NEW 2017 GRADUATES AND 31% OF RECENT 2015/ 2016 GRADUATES

Gen Z comes flexible and prepared

The vast majority of new graduates have considered job availability before selecting their area of study. Eight out of 10 grads have already completed an internship when they enter the workforce. And roughly half consider it acceptable to work on weekends or evenings.


Large employers are well positioned

New graduates return to more traditional workplace values: a clear career path and stability, training and mentoring, and competitive compensation. Large employers are best positioned to provide the employee experience new grads desire.


Digital natives crave the human element

Three out of four new graduates feel prepared for today’s digital workforce, and 64 percent welcome artificial intelligence and other advanced technologies. At the same time, new graduates show a preference for in-person meetings. And they rate communication, problem-solving and management savvy as the top skills to develop.

89% of new graduates considered job availability before selecting their area of study


89%

of new graduates considered job availability before selecting their area of study

COUNTRY FINDINGS

Learn how the expectations of Gen Z graduates in your country compare to other countries.

COUNTRY REPORTS

Learn about the expectations of Gen Z graduates in each of our surveyed countries.

GRADS’ EXPECTATIONS

Reality falls short of expectations. Underemployment is a significant problem, as two-thirds of recent grads surveyed in 2017 consider themselves underemployed.

RECOMMENDATIONS

VIEW THE GEN Z RISING INFOGRAPHIC [PDF]

Large employers have an opportunity to capitalize on the match between what they can offer and what Gen Z graduates are looking for:


Make it meaningful

MAKE IT MEANINGFUL

Deliver an employee experience that lines up to the value system of the new generation.

Create paid internships as a positive trial run

CREATE PAID INTERNSHIPS AS A POSITIVE TRIAL RUN

Demonstrate the match between what grads want and the complete package your company can offer.

Cross-Train

CROSS-TRAIN

Create a boundary-less project assignment and staffing model.

Digitize the employee experience

DIGITIZE THE EMPLOYEE EXPERIENCE

Create initiatives that leverage Gen Z graduates’ natural affinity for digital technologies.

Coach for success

COACH FOR SUCCESS

Assign incoming employees coaches to help leverage their strengths and guide career paths.

INVESTING IN NEW
TALENT
PAYS OFF

Companies that reward
graduates' practicality with
a personalized, challenging
employee experience
that takes full advantage
of their university degrees
will reap the benefits.




Those graduates are nearly
3X
more likely to commit to
their employer for 5+ years.






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