Every year, thousands of motivated graduates pour into the labour market. And yet this group is overlooked by many companies.
Many companies associate school leavers with the investment of time, mentoring and training A barrier that prevents them from considering young graduates at all.
But what if that investment just turns out to be your strongest move?
That is why we would like to explain why school-leavers can be an interesting strategic choice for your organisation. What added value do recent graduates offer, in which context do they come into their own best and how do you, as a company, respond to this seamlessly.
What your company gains from school leavers.
A young graduate does not have five years of experience. What they do have is curiosity and a fresh outlook. Without ingrained habits or fixed assumptions about how things “just work”. They ask questions that colleagues with more experience no longer consider. And often new solutions lie in challenging old ideas.
Young graduates are at the beginning of their careers and you can tell by their motivation and learning curve. They are hungry for growth and not only take up operational tasks, but take on more complex challenges.
With that comes malleability, something often underestimated. A recent graduate who starts with you forms his working style and professional attitude in your workplace. You don't attract a ready-made professional, you build one. According to your culture and way of working. You only get this malleability once.
Who are those school leavers actually?
Today's young graduates fall under Generation Z and were born between 1997 and 2012. They are the first generation to grow up with the internet as more natural. Digital tools, data and automation are their natural habitat. This generation represents a third of the working population, and that share will continue to increase in the coming years. Those who ignore them now will soon notice it in recruitment results and in your relevance as an employer.
Yet a lot of preconceptions circulate about them in the workplace. Too demanding, not loyal, always looking for the next step, ... But that image is not true.
Gen Z is remarkably entrepreneurial. They think in terms of opportunities, take initiative and want to understand how things work. They don't just want to execute. They are creative, which makes it easier for them to think outside the box. And they are eager to learn, although they prefer to learn by doing. On-the-job learning suits how they absorb knowledge much better than traditional training programmes.
Mentoring and coaching play a central role in this. Not as a safety net, but as a springboard.
AI is automating a growing proportion of routine tasks in the workplace. What remains, and is becoming increasingly valuable, is creativity, critical thinking and the ability to collaborate. Exactly the quality that Gen Z naturally brings.
Why the best teams do not consist of one generation
When an experienced employee works with someone just out of school, things change. Processes that have been running on autopilot for years are revisited. Tools that no one knew about are discovered and questions that no one used to ask come up again.
That interaction works both ways. The experienced colleague brings context, depth and expertise. The young graduate brings fresh eyes, digital intuition and energy. Together, they get further than each on their own.
Age diversity in teams leads to more innovative ideas and better performance. Intergenerational cooperation not only makes teams stronger, but also more resilient. Those who give room to young talent build a team that grows with them over time.
Attract and retain young graduates
Young graduates get the best out of themselves when the environment allows it. This requires a conscious approach.
This is how to put them on
Gen Z orients itself differently from previous generations. They are not looking for a fancy job description, but an employer that fits who they are. Be clear about your culture and values and make sure that what you present to the outside world also matches what is going on internally. Gen Z is quick to pierce through a story that is not authentic.
Flexibility also plays a role. Hybrid working and autonomy over how and when they work are basic expectations for this generation. Those who communicate openly about this right away attract the right candidates.
Finally, Gen Z relies on other people's experiences. What current and former employees say about your organisation outweighs what you say about yourself. So your employer branding starts with how you treat your own people.
Here's how to make sure they stay
Growth is the key value for this generation. Gen Z is ambitious and eager to learn so those who do not offer prospects will lose them. This does not have to be with an extensive training programme. Learning on the job, coaching and a good mentor have more impact.
This generation needs responsibility to grow. Involving them early in the process with responsibility, small but real, is very important for successful cooperation. Young talent grows faster when there is something at stake. Combine that with regular, informal feedback. Gen Z wants to know where they stand.
But retention goes beyond growth alone. Gen Z also simply wants to feel good at work. Mental well-being is high on the agenda, and they expect an employer to actively address this. They also want to be able to be themselves in an inclusive environment where everyone is treated equally.
And finally the simplest thing: it has to be fun. Good relationships with colleagues and a nice working atmosphere are reasons for Gen Z to stay.
The choice is yours
Hiring young graduates is not a risk. It is a conscious choice with a long-term view. Making room for young talent now builds an organisation that is ready for what is yet to come.
The young generation is available, motivated and ready to contribute. You as an employer just need to provide them with the right environment.
CTRL-F coaches both young school leavers and experienced employees. Wondering what is the best fit for your organisation? We are happy to put you on the fast track.
