When graduates are looking for their first job, your company should be their first choice

September is a special month for companies. On the one hand, the autumn business season is starting, on the other, a new wave of fresh graduates is entering the job market. Full of energy, ideals and a desire to show what they have, but at the same time demanding, aware of their capabilities and ready to compare offers. The competitive battle for them is won by the one who can offer more than just a "chair in an open space".

Generation Z, who are just entering the workforce, have grown up in a digital world and have different expectations than their older counterparts. It’s not just about technology, but also about their approach to work, life and the balance between them. Young people want to feel that their work has meaning, that they are developing, and that their employer takes them seriously.

To be where the decisions are made

A classic job posting on a job portal is not enough these days. Young applicants need to be reached where they are – on social media, at university events, career fairs, or workshops.

Ideally, before they even start looking for a job. Collaboration with schools, internships, and competitions are a great opportunity to present yourself to a potential employer, in a natural student environment. "Collaboration with high schools and universities, internship and mentoring programs, or involvement in tutoring collaboration on students' professional theses are excellent ways to reach graduates before they even start sending out resumes," recommends Lívia Bachratá, Director of Public Affairs at Edenred.

A culture that sells

Salary is important for every generation, but more than ever, company culture is also a deciding factor for job seekers. Graduates choose an environment where they feel respected and where they are given room to grow.

It is therefore important to show how the company works, what its values are and how it supports its people at the first contact. Authentic photos, short videos from the life of the company or employee stories have a greater impact than a formal description of a "dynamic team".

Benefits as part of the strategy

Young employees also appreciate benefits that have a real impact on their daily lives - from meal cards and education allowances, through well-being programs and mental health support, to flexible working hours and home office.

"Young employees are unlikely to be satisfied with just a meal card. Edenred offers a tool through which employers can provide a full package of benefits, from education to leisure activities. This is key today, because young people want to see that the company supports them continuously, not just at Christmas," added by L. Bachratá.

Continuous recognition and reward throughout the year motivates and creates a sense of stability and recognition. This can be the first signal to a young person that their contribution is truly appreciated and taken seriously.

Speed also matters

Graduates now have a relatively wide range of job offers to choose from. If they have to wait weeks for a response to their CV, the chances of getting one decrease. A transparent and fast selection process, clear feedback and a friendly tone of communication are the standard today.

Even more so if it is a generation that is used to immediate reactions and simple processes.

A recent graduate may not have a long list of previous jobs, but they may have exceptional problem-solving skills, creativity, and the ability to learn quickly. That's why it's important to look at their potential and how they fit into the company culture rather than how many years of experience they have.

The beginning is decisive

The first few months at a company can determine whether a graduate becomes a loyal employee or someone who looks elsewhere after a few months. Good onboarding, clearly set expectations, and a mentor to help navigate the new environment significantly shorten the adaptation period and increase newcomer satisfaction.

What a graduate takes away from their first experiences will influence their relationship with the company for years to come. If they feel supported, have the opportunity to learn, receive fair feedback, and have benefits that really help them, they are more likely to become a stable member of your team.

Whoever catches the wave gets the best

The hunt for graduate talent is not just about filling a vacancy. It's about investing in people who can move the company forward and bring a fresh perspective or new ideas. Those who can connect an attractive offer with a culture where people feel good, and with benefits that make sense, will gain not only a new colleague, but also a long-term partner for their growth.