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.

2. 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

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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

4. 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

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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

6. 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

7. 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

8. 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

9. 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.

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.
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

11. 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.

12. 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

13. Learn more about how you can attract and retain
Gen Z university graduates with our full report:
GENZRISING:2017EDITION
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