Writing for the Wall Street Journal, Tom Gimbel explains what the latest class of college graduates is looking for from employers — and how their interests differ from older generations.

What the newest generation of workers want from employers

According to Gimbel, "[t]he class of 2023 looks very different from previous graduating classes" and "[e]mployers should take note" as they look to hire these newly graduated workers.

A higher percentage of these young workers have already accepted job offers compared to similar workers in previous years, meaning companies may now have a harder time finding and attracting top candidates.

Based on survey data of over 2,500 students from Gimbel's company  LaSalle Network, 62% said they have already accepted a job offer — a significant increase from the 20% who said the same in 2022. In addition, 43% of respondents who are still unemployed said they previously received job offers that they turned down.

As companies continue to work to attract and retain workers, particularly from younger generations, Gimbel outlines five things that the latest class of workers want from their employers, including:

Career development

When asked about their priorities when evaluating a prospective company, the top response from the latest class of workers was career growth. In the LaSalle survey, 54% of respondents said they expected a promotion within their first year, which suggests "they are ready to jump in, learn and grow in their role," Gimbel writes.

However, a third of respondents said they only plan to stay at their first job for a year or less, up from 3% who said the same in 2022. According to Gimbel, this suggests that these new workers are likely to move on to other opportunities if they do not achieve the growth they're looking for.

Mental health support

Compared to prior generations of workers, the 2023 class seems to prioritize mental health and well-being. Among this group, benefits were ranked second in priority when evaluating a company, and therapy coverage was the most sought-after benefit.

"These young adults want to work for companies that will help them achieve career growth, and simultaneously give priority to their mental health," Gimbel writes.

A positive company culture

Although a desire for a positive company culture is nothing new, the latest class of workers has different concerns than older generations. Among this group, many are worried about experiencing imposter syndrome and having a sense of belonging in the workplace.

"Is there a culture of vulnerability and humility? Are leaders authentic? Are they transparent?" Gimbel writes. "Creating an environment where employees can be themselves starts at the top. If leaders aren't authentic and transparent, they can't expect employees to be."

However, Gimbel also notes that there does not need to be one culture across an entire company, particularly since there will be a range of workers across generations and tenures. Instead, it's important to have a common thread that connects all workers together.

A hybrid work environment

Although remote work surged in popularity during the pandemic, these newest workers have less of an appetite for it, at least full-time, compared to other workers. In the survey, only 4% said they wanted to work remotely full-time, while 70% said they preferred a hybrid schedule, with two to three in-office days a week.

In addition, among respondents who have already accepted job offers, almost half accepted positions that are 100% in-office. According to Gimbel, being in the office is "how employees can best learn and build relationships, and this is especially true for entry-level workers."

Ongoing engagement after accepting an offer

Among respondents who have already accepted a job offer, a third said they are still actively applying for positions elsewhere. To keep new hires engaged after they accept an offer, Gimbel recommends companies keep an open line of communication and make an effort to make them feel included even before they start working.

For example, new recruits can meet with current team members, either virtually or in-person. Companies can also send welcome boxes with a handwritten note and include new workers on internal communication, such as updates on promotions, events, and more.

"When new hires feel that they are part of the company, they will be more invested and committed," Gimbel writes. (Gimbel, Wall Street Journal, 4/15)