Each year, NACE asks soon-to-be new college graduates what they want in a job and an employer. Over the 20+ years we’ve been collecting these data through our annual student survey, we’ve consistently found new college graduates to be thoughtful about what they need to launch their careers and lives, regardless of whether they were Gen X, Millennials, or—now—Gen Z. For example, before the Affordable Care Act was the law, medical insurance was their No. 1 ask, and some version of meaningful work, the chance to develop their skills, and a path to advancement typically landed high on the list.
Over the past five years—and maybe because they weathered the pandemic and got a giant taste of how quickly things can change—new grads’ wish list has largely reflected one thing: their desire for security. In fact, in our most recent survey, “security” was the top response. But all the other items making new grads’ top five list were a reflection of or a means to achieving that desire—a healthy workplace culture (encouraging a sense of belonging), friendly co-workers (ditto), good benefits (supporting one’s well-being), and the opportunity to develop skills (reflecting an assumption that this job isn’t the end, but just the start of a career).
Please note: Would-be employers should expect to provide new grads with tangible supports. New graduates do expect to be compensated well. They define “good benefits” as annual salary increases, a company matched 401(k), and medical and dental insurances.
However, employers that can meet new grads’ basic desire to feel a sense of security have a very significant edge over competing organizations that assume a high salary alone can attract and retain a productive workforce.
In addition, there are two big takeaways from our surveys over the past few years that can give any employer a step up with new college talent:
1) Salary transparency is important to college talent, so post the salary range you are offering for the position instead of making it a mystery. It’s a waste of everyone’s time and effort to be coy about salary. Plus, a lack of transparency reads as if you have something to hide—that you aren’t treating employees fairly.
2) In general, new college hires are not the people who want to work from home five days a week. Our studies have found that new grads want to engage face to face with their colleagues, although maybe not every day. They would welcome a hybrid schedule, where they are in the office three or four days a week and working remotely the remainder. At the very least, this means they don’t have to make the commute every day—and that’s a big plus for many.