Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

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


Published on

Accenture Strategy’s 2017 University 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.

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.

Published in: Technology
  • Be the first to comment

  • Be the first to like this

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

  1. 1. NEWGRADUATESARE As they gain work experience, recent graduates – the members of Gen Z in the workforce – warm to the idea of working for a large company. OVERALL FRANCE GERMANY ITALY SPAIN U.K. U.S. NEW 2017 GRADUATES RECENT 2015/2016 GRADUATES 2
  2. 2. Copyright © 2017 Accenture. All rights reserved. 3 A TAKE ONTRADITIONALVALUES Gen Z 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. 82% completed an internship or apprenticeship 86% expect their first employer to provide formal training
  3. 3. Copyright © 2017 Accenture. All rights reserved. 4 REIGNS Employers will see a refreshing practicality in new graduates. Gen Z graduates are showing a willingness to work not just for—but with— their new employer on many issues. 82% are willing to relocate to another city for a job offer 49% consider it acceptable to work evenings or weekends
  4. 4. Copyright © 2017 Accenture. All rights reserved. 5 GENZSWIMSWELL IN Gen Z graduates 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. 64% believe AI and other advanced technologies will enhance their work experience 71% 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 graduates understand the value of the human touch and importance of the softer skills in a world of robotics and artificial intelligence. 76% believe their university prepared them for the digital workforce 39% prefer in-person meetings
  6. 6. WHATCONCERNSGENZ? UNDEREMPLOYMENTISAMAJORISSUE Gen Z graduates see a majority of their predecessors feeling underemployed, working in jobs that don’t require their university degree, and want to avoid that fate. Two-thirds 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 university 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 graduates in the workforce. Graduates are nearly Copyright © 2017 Accenture. All rights reserved. 8
  8. 8. MAKE IT MEANINGFUL 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. Copyright © 2017 Accenture. All rights reserved. 9 CHECKLISTFOR LARGEEMPLOYERS Large employers have an opportunity to attract Gen Z graduates by capitalizing on the match between what they can offer and what new talent is asking for.
  9. 9. 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. CREATE PAID INTERNSHIPS AS A POSITIVE TRIAL RUN Showcasing your company’s entrepreneurial side and highlighting capability development opportunities allow you to show grads a match between what they want and the complete package you offer. Copyright © 2017 Accenture. All rights reserved. 10 CHECKLISTFOR LARGEEMPLOYERS
  10. 10. DIGITIZE THE EMPLOYEE EXPERIENCE Create initiatives that leverage the collective intelligence of Gen Z graduates and their natural affinity for digital technologies. Copyright © 2017 Accenture. All rights reserved. 11 CHECKLISTFOR LARGEEMPLOYERS 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 GEN Z university graduates 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 Gen Z university graduates with our full report: GENZRISING:2017EDITION @AccentureStrat Follow us on LinkedIn Copyright © 2017 Accenture. All rights reserved. 13