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U.S.GRADSAREBEGINNING
TO
As the Class of 2017 – the first crop
of GENERATION Z grads – enters
the workforce, we see an upt...
Copyright © 2017 Accenture. All rights reserved. 3
A TAKE
ONTRADITIONALVALUES
Gen Z resembles its parent generation, Gen X...
Copyright © 2017 Accenture. All rights reserved. 4
IS
MAKINGACOMEBACK
Employers will see a refreshing practicality in new ...
Copyright © 2017 Accenture. All rights reserved. 5
GENZSWIMSWELL
IN
U.S. Gen Z grads bring a valuable digital mindset, hav...
Copyright © 2017 Accenture. All rights reserved. 6
DIGITALNATIVESCRAVE
THE
It is not surprising that these digital natives...
WHATCONCERNSGENZ?
UNDEREMPLOYMENTISONTHERISE
U.S. Gen Z grads see a majority of their predecessors feeling
underemployed, ...
GIVETHEMCHALLENGING,
MEANINGFULWORK
Training and development plans become
increasingly important for Gen Z workers, and
ca...
Copyright © 2017 Accenture. All rights reserved. 9
CHECKLISTFOR
LARGEEMPLOYERS
Large employers have an opportunity to attr...
Copyright © 2017 Accenture. All rights reserved. 10
CROSS-TRAIN
Create a boundaryless
project assignment and
staffing mode...
Copyright © 2017 Accenture. All rights reserved. 11
CHECKLISTFOR
LARGEEMPLOYERS
PLAN FOR GROWTH
Develop an individualized
...
To attract and retain U.S. GEN Z grads for your
FUTURE WORKFORCE, make the most of the match
between their values and the ...
Learn more about how you can attract and retain
U.S. Gen Z college grads with our full report:
GENZRISING:U.S.EDITION
@Acc...
Gen Z Rising: 2017 U.S. College Graduate Employment Study
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Gen Z Rising: 2017 U.S. College Graduate Employment Study

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Accenture Strategy’s 2017 U.S. College Graduate Employment Study reveals that the class of 2017–the first crop of Generation Z (Gen Z) to enter the workforce—holds traditional work values with a digital spin. And for the first time in years, there is an uptick in the number of new grads wanting to work for large companies, with a 37 percent increase over last year.

The class of 2017 is willing to commit and ready to roll up its sleeves, but in return new grads want an engaging employee experience that takes full advantage of their degree. Our analysis shows that large employers are best positioned to provide the employee experience new grads desire: a clear career path and stability, training and mentoring, and competitive compensation.

Learn how large employers can attract and retain Gen Z for their future workforce at www.accenture.com/US2017Grads.

Published in: Career
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Gen Z Rising: 2017 U.S. College Graduate Employment Study

  1. 1. U.S.GRADSAREBEGINNING TO As the Class of 2017 – the first crop of GENERATION Z grads – enters the workforce, we see an uptick in grads wanting to work for a LARGE COMPANY
  2. 2. Copyright © 2017 Accenture. All rights reserved. 3 A TAKE ONTRADITIONALVALUES Gen Z resembles its parent generation, Gen X, more than its Millennial/Gen Y predecessors. U.S. graduates are prepared, willing to commit and ready to roll up their sleeves. In return they want an employee experience that is tailored for them. Large employers are better positioned than their smaller counterparts to provide the complete package: A strong career path with mentoring, training and competitive compensation. 78% completed an internship or apprenticeship 84% expect their first employer to provide formal training
  3. 3. Copyright © 2017 Accenture. All rights reserved. 4 IS MAKINGACOMEBACK Employers will see a refreshing practicality in new grads. U.S. Gen Z grads are showing a willingness to work not just for—but with— their new employer on many issues. 75% are willing to relocate to another state for a job offer 58% consider it acceptable to work evenings or weekends
  4. 4. Copyright © 2017 Accenture. All rights reserved. 5 GENZSWIMSWELL IN U.S. Gen Z grads bring a valuable digital mindset, having grown up with a device in hand. These true digital natives are comfortable working alongside machines and artificial intelligence (AI) and realize keeping up with technology requires ongoing learning. 66% believe AI and other advanced technologies will enhance their work experience 73% have taken digital or computer science related courses before their first job
  5. 5. Copyright © 2017 Accenture. All rights reserved. 6 DIGITALNATIVESCRAVE THE It is not surprising that these digital natives are less worried about their competency with emerging technologies. At the same time U.S. graduates understand the value of the human touch and importance of the softer skills in a world of robotics and artificial intelligence. 78% believe their college prepared them for the digital workforce 42% prefer in-person meetings
  6. 6. WHATCONCERNSGENZ? UNDEREMPLOYMENTISONTHERISE U.S. Gen Z grads see a majority of their predecessors feeling underemployed, working in jobs that don’t require their college degree, and want to avoid that fate. More than half of recent graduates consider themselves underemployed. Copyright © 2017 Accenture. All rights reserved. 7
  7. 7. GIVETHEMCHALLENGING, MEANINGFULWORK Training and development plans become increasingly important for Gen Z workers, and can be the difference between retaining and losing digital talent. Companies that reward graduates' practicality with a personalized, challenging employee experience that takes full advantage of their college degrees will reap the benefits. more likely to commit to their employer for 5+ years if they feel their skills are fully utilized with challenging, meaningful work, according to recent 2015/16 grads in the workforce. U.S. graduates are Copyright © 2017 Accenture. All rights reserved. 8
  8. 8. Copyright © 2017 Accenture. All rights reserved. 9 CHECKLISTFOR LARGEEMPLOYERS Large employers have an opportunity to attract U.S. Gen Z grads by capitalizing on the match between what they can offer and what new talent is asking for. DIGITIZE RECRUITING Disrupt recruiting norms by using technology to reach new talent pools at low cost.
  9. 9. Copyright © 2017 Accenture. All rights reserved. 10 CROSS-TRAIN Create a boundaryless project assignment and staffing model internally, one that breaks down organizational and functional barriers and allows newer workers the opportunity to learn across multiple areas of the company. CONNECTTHEDOTS Match each employee's total rewards to the value system of the new generation. Show each employee how his or her contributions support the organization’s purpose and objectives. CHECKLISTFOR LARGEEMPLOYERS
  10. 10. Copyright © 2017 Accenture. All rights reserved. 11 CHECKLISTFOR LARGEEMPLOYERS PLAN FOR GROWTH Develop an individualized skills and career plan for new hires showing them your company invests in their advancement by providing multiple, different experiences early in their career. COACH FOR SUCCESS Formalize the process of assigning incoming employees coaches to help leverage their strengths, guide career paths and provide a personal touchpoint beyond their team lead.
  11. 11. To attract and retain U.S. GEN Z grads for your FUTURE WORKFORCE, make the most of the match between their values and the EMPLOYEE EXPERIENCE your company offers. Copyright © 2017 Accenture. All rights reserved. 12
  12. 12. Learn more about how you can attract and retain U.S. Gen Z college grads with our full report: GENZRISING:U.S.EDITION @AccentureStrat Follow us on LinkedIn Copyright © 2017 Accenture. All rights reserved. 13

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