In today’s competitive job market, understanding what motivates early talent is crucial for organizations looking to attract and retain the next generation of professionals. Our 2024 Symplicity Early Talent Recruiting Report sheds light on the evolving preferences of Gen Z students as they navigate their job and internship searches.
By surveying over 2,700 students from universities within the Symplicity network, we aim to provide valuable insights into the key factors influencing this generation’s decision-making.
1. Full-Time Job Search: Stability is the Name of the Game
When it comes to full-time job hunting, job stability is the big winner. A whopping 94 percent of students said it’s either important or very important to them when searching for a job, even more than salary and work-life balance. Given the uncertain economic times, it’s no surprise that young talent is looking for security.
But stability isn’t the only thing on their minds. Salary and work-life balance are also high on the list. When students actually accepted a job offer, salary, benefits, and location were the top reasons they said “yes.” This shows that while stability might get students interested, the practical stuff—like money and perks—helps seal the deal. So, if you’re recruiting, make sure you’re not just talking about long-term growth but also offering competitive pay and great benefits. However, candidates are wary of companies that brand their workplace culture as a "family," viewing it as a signal of blurred boundaries and poor work-life balance.
2. Internship Search: Skills Over Paychecks
Internships are a different story. While full-time jobs are all about stability and pay, internships are about learning. A huge 93 percent of students said they’re looking to develop hard skills during an internship. They want to come out of it with something they can put on their résumé, not just a paycheck.
What’s interesting is that things like salary and the company’s brand are way less important to this crop of students looking for internships. They care more about working on meaningful projects that will help them grow. For companies, this is a big opportunity. Offer internships that give students real, hands-on experience, and you’ll stand out as an employer that truly cares about their future.
3. Job Search Resources: Mixing the Old with the New
Even in the age of social media, traditional job search methods are still going strong. LinkedIn, career fairs, and employer websites are the go-to resources for students looking for jobs. Sure, students use social media (about 4 percent mentioned this as helpful to them), but old-school approaches like career fairs are still where students feel they are making the most meaningful connections with employers.
For companies, this means you shouldn’t put all your eggs in the digital basket. Yes, having a solid online presence is important, but don’t forget about attending career fairs and keeping your company website updated. It’s a balancing act between digital and traditional methods in attracting the best talent.
4. Interview Process: Keep It Quick and Clear
If you’re taking too long to hire, you might be missing out on top talent. According to our report, 81 percent of students think the hiring process should take no more than one month. Even worse, 50 percent said they’d lose interest if it drags on longer than that.
Gen Z wants fast, clear communication.
If your hiring process takes a while, it’s a good idea to keep candidates in the loop with updates. They expect regular feedback and clear next steps, so the more transparent you can be, the better. Don’t let a slow process cause you to lose great candidates to other, faster-moving companies.
5. Reneging on Offers: Students Are Keeping Their Options Open
One surprising insight from the report? Even after accepting an offer, 61 percent of students admitted they still keep an eye out for other opportunities. Why? To have a backup plan in case something goes wrong with their offer.
In fact, 21 percent of students who accepted offers ended up turning them down because they found better jobs with more interesting responsibilities or better pay. This means the work isn’t done once a candidate says yes. Keeping them engaged and excited about their future role is crucial. Offering great perks, aligning the job with their career goals, and staying in touch can help make sure they stick around.
Key Takeaways for Recruiters
- Emphasize job stability when recruiting for full-time roles. Gen Z wants to know they’re stepping into a secure job with room to grow.
- Offer meaningful internships that focus on skill-building, not just a paycheck. Give students real responsibilities and chances to develop hard and soft skills and meet potential mentors.
- Move quickly in the hiring process. Gen Z won’t wait around if your interview process takes too long, so make sure you’re keeping them engaged and informed along the way.
- Retention starts early. Even after a student accepts an offer, they might still be looking. Keep communication open and ensure the role aligns with their long-term goals to keep them on board.
By staying in tune with these insights, you’ll be better positioned to attract, hire, and retain the next wave of talented professionals entering the job market.
