Insights

While it’s promising that many organizations today are prioritizing diversity in hiring and strengthening their commitments to building a more inclusive workplace, there is still much more progress to be made to make the workforce a more welcoming place for all. That includes supporting traditionally underrepresented talent during their college careers, as they begin internships and job searches, and all the way through when it's time for them to seek a promotion at work. In other words, in order to truly support the newest entrants to the workforce — who are also the most diverse generation to date — your organization's commitment to D&I needs to be found in its recruitment strategy, hiring process, and support for employees.

The current state of early career hiring isn't serving anyone, failing to meet the needs of both job-seeking candidates and employers hunting for Gen Z talent. Candidates are submitting over 100 applications to land one internship or job, only to receive little to no response afterwards (commonly referred to as "getting ghosted"). Meanwhile, employers are investing significant time, resources, and funds into finding suitable candidates but are overwhelmed filtering through unqualified applicants, and are struggling to identify and prioritize top inbound candidates. Plus, the response rates for outreach to qualified candidates are alarmingly low, and sourcing candidates through in-person events, such as large-scale diversity conferences and campus visits, is costly and produces unpredictable results.

While there has certainly been progress made for each first-generation college student who dons a cap and gown, this population of students still faces difficulty entering the workforce. For example, first-gen college students are more likely to work during college to support themselves than participate in extracurricular activities on campus, which can harm them when it comes time to demonstrate their leadership skills and school involvement on their resumes.

It’s no secret that the fall semester is the busiest season for campus recruiting teams. As students return to campus after summer break, university recruitment teams have been known to shift into high gear, looking for top talent to fill internship and entry-level roles with start days that are months away. But how does the fall season compare to the rest of the year in terms of open roles for early career candidates, and when exactly are students applying for those opportunities? Does this timeline change across different industries?

Career mapping and providing clear paths for internal growth remain important strategies for keeping great employees in-house, and understanding exactly when Gen Z expects to be promoted at work is an important factor in recruiting and retaining the newest generation of workers. While Gen Zers are often characterized by their desire for quick growth and career advancement, a closer examination of their promotion expectations in 2023 tells a slightly different story. In fact, over the past year, there has been a notable shift in their outlook when it comes to rising through the ranks at work in this economy, and employers looking to future-proof their organizations with fresh talent need to be taking note.

For early career professionals, kickstarting their professional journey can be both exhilarating and challenging. As they navigate the complexities of the professional world, they need support and guidance to unlock their full potential – such as a meaningful mentorship experience and opportunities for continued learning. The guidance of experienced mentors provides invaluable insights, wisdom, and encouragement to those just embarking on their career journeys, while ongoing learning opportunities equip them with the skills and knowledge needed to excel in their fields.

Embarking on a new professional journey can be both thrilling and nerve-wracking for early career professionals. To support students and new grads as they kickstart their careers, it’s crucial that employers provide interns and entry-level hires with a solid foundation for success.

Compensation plays a significant role in attracting and retaining top talent, and it is essential for early career talent teams and campus recruiting teams to have a clear understanding of what Gen Z candidates expect in terms of salary today. Neglecting to do so can lead to your organization missing out on top talent to your competitors, and can leave your team at risk for reneges. To help you better understand what entry-level job seekers are expecting in terms of compensation in 2023, we collected data from nearly 3,000 candidates about what they want to see in their future employers. Read on to learn why it's increasingly important to discuss salary with candidates today, what they expect in terms of their starting salaries, and whether employers today are meeting those expectations.