- A current research He found that 68% of recent college graduates plan to stay with a single company for the long term.
- The report also includes information on where the expectations of Generation Z can be very high.
- Companies that invest in career development can handle the Great Resignation for this generation.
“Covid Classes” – the classes of 2020, 2021 and 2022 – amid the uncertainty of the pandemic, the college has suffered. As they enter the world of work, research shows they prioritize stability.
In a survey conducted among 1000 graduates from these three classes, iCMIS InsightsOne talent recruiting company found that 91% of respondents said they care how long they stay at a company – the opposite of two of the five millennials looking for new job opportunities. Sixty-eight percent said they “see themselves to have stayed with an employer and/or have a long-term career path.”
The report, released Wednesday, also surveyed 500 talent recruiters. Half of these recruiters said that entry-level employees today are more loyal to their companies than employees of previous generations.
This may seem counterintuitive in the Great Resignation, where new graduates enter a job market with record-breaking job postings and layoffs. While there are many new stories about Gen Z job hoppingsame narrative applied millennials in the early 2000s and X generation in the 1990s. Regardless of generation, employees stay when they think employers meet their needs.
“People don’t want to leave. They want to be happy at work. They want to grow. They want to have a community,” said Ashley Stahl, career coach and author of the career help book You Turn. from the inside.
Stahl and other experts said it’s normal for young people to leave work because they’ve found the right place. This is why companies should be mindful of what early career professionals want, because if they can meet those needs, in-house talent can be a huge asset.
What does Gen Z want to stay?
The new iCMIS report provides important insights into what Gen Z wants to commit to a company and where candidates and companies may need to compromise.
The survey revealed that 63% of HR and recruiters say unrealistic expectations are a reason why some candidates are not hired for entry-level roles. On average, graduates expected $70,005 for a starting salary. But employers said they expect to pay around $50,000 for entry-level roles.
The report also found that 69% of recent graduates enjoy some aspects of remote work, but are also willing to go to the office full time.
The question of flexibility is an important decision for companies today, and while younger workers are willing to do both, experts point out that working parents and employees of color will be more likely to want the option to work remotely.
Dorie Clark, author and professor at Duke University’s Fuqua School of Business, said building friendships and a sense of belonging are essential to retaining long-term employees.
“The less committed you feel to the company, the easier it is to lose a job because you don’t feel like you’re leaving anything special,” Clark said. “If you didn’t feel connected at all at first, who cares if you go?”
Promoting career development and a positive work environment
Laura Coccaro, iCMIS’s lead person, said the report highlights the importance of career development for young professionals.
He pointed to Walmart’s new program, which quickly recruits college graduates into store management as a way to attract talent in a tight labor market. Coccaro said the program takes into account what college graduates want, providing a clear development path to a position that pays up to $210,000 per year.
“The only way you can truly sustain internal mobility is to promote career progression, career growth and development and invest in it as an employer,” Coccaro said. Said.
However, growth opportunities and high pay must be paired with a positive work environment – an environment with shared values, a good work-life balance and a positive culture around mental health.
Dan Brodnitz, senior director of global content strategy at LinkedIn, previously told Insider that Gen Z “prioritizes working with a company that aligns with their values.” Research CFA Institute in 2021 found that more than 17% of college students and recent graduates fear having to compromise their values for their jobs.
According to Coccaro, these values ”changed the whole landscape of how we think about attracting and retaining our talent.” “Reparations will always be a draw, but what we’ve heard from this generation is that it’s great, but there’s a lot more they’re really considering when looking at their future employers.”