Accenture Strategy’s 2017 German University Graduate Employment Study reveals that the class of 2017–the first crop of Generation Z (Gen Z) to enter the workforce—holds traditional work values with a digital spin. And for the first time in years, there is an uptick in the number of new grads wanting to work for large companies. The class of 2017 is willing to commit and ready to roll up its sleeves, but in return new grads want an engaging employee experience that takes full advantage of their degree. Our analysis shows that large employers are best positioned to provide the employee experience new grads desire: a clear career path and stability, training and mentoring, and competitive compensation.

2. GERMANGRADUATESARE
As they gain work experience,
recent graduates – the first crop of
to have entered the workforce –
warm to the idea of working for a
GENERATION Z
LARGE COMPANY

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A TAKE
ONTRADITIONALVALUES
German Gen Z graduates are prepared, willing to commit and ready to
roll up their sleeves. In return they want an employee experience that is
tailored for them.
Large employers are better positioned than their smaller counterparts to
provide the complete package: A strong career path with mentoring,
training and competitive compensation.
93%
completed an internship
or apprenticeship
84%
expect their first employer
to provide formal training

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REIGNS
Employers will see a refreshing practicality in new graduates. German
Gen Z graduates are showing a willingness to work not just for—but
with— their new employer on many issues.
77%
are willing to relocate
to another city
for a job offer
48%
consider it acceptable
to work evenings
or weekends

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GENZSWIMSWELL
IN
German Gen Z graduates bring a valuable digital mindset, having grown
up with a device in hand. These true digital natives are comfortable
working alongside machines and artificial intelligence (AI) and realize
keeping up with technology requires ongoing learning.
60%
believe AI and other
advanced technologies
will enhance their
work experience
76%
have taken digital or
computer science
related courses
before their first job

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DIGITALNATIVESCRAVE
THE
It is not surprising that these digital natives are less worried about their
competency with emerging technologies. At the same time German
graduates understand the value of the human touch and importance of
the softer skills in a world of robotics and artificial intelligence.
77%
believe their university
prepared them for the
digital workforce
30%
prefer in-person
meetings

7. WHATCONCERNSGENZ?
UNDEREMPLOYMENTISONTHERISE
German Gen Z graduates see a majority of their predecessors feeling
underemployed, working in jobs that don’t require their university
degree, and want to avoid that fate.
More than two-thirds of
recent graduates consider
themselves underemployed.
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8. GIVETHEMCHALLENGING,
MEANINGFULWORK
Training and development plans become
increasingly important for Gen Z workers, and
can be the difference between retaining and
losing digital talent.
Companies that reward graduates' practicality
with a personalized, challenging employee
experience that takes full advantage of their
university degrees will reap the benefits.
more likely to commit to their employer for 5+
years if they feel their skills are fully utilized with
challenging, meaningful work, according to recent
2015/16 graduates in the workforce.
German graduates are
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CHECKLISTFOR
LARGEEMPLOYERS
Large employers have an opportunity to attract German Gen Z
graduates by capitalizing on the match between what they can offer
and what new talent is asking for.
CROSS-TRAIN
Create a boundaryless project assignment and
staffing model internally, one that breaks down
organizational and functional barriers and
allows newer workers the opportunity to learn
across multiple areas of the company.

10. PLAN FOR GROWTH
Develop an individualized
skills and career plan for
new hires showing them
your company invests in
their advancement by
providing multiple,
different experiences
early in their career.
CONNECTTHEDOTS
Match each employee's
total rewards to the value
system of the new
generation. Show each
employee how his or her
contributions support the
organization’s purpose
and objectives.
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CHECKLISTFOR
LARGEEMPLOYERS

11. DIGITIZE YOUR TALENT
Create initiatives that
leverage the collective
intelligence of Gen Z
graduates and their natural
affinity for digital
technologies.
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CHECKLISTFOR
LARGEEMPLOYERS
COACH FOR SUCCESS
Formalize the process
of assigning incoming
employees coaches to help
leverage their strengths,
guide career paths and
provide a personal
touchpoint beyond
their team lead.

12. To attract and retain German GEN Z graduates for your
FUTURE WORKFORCE, make the most of the match
between their values and the EMPLOYEE EXPERIENCE
your company offers.
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13. Learn more about how you can attract and retain
German Gen Z university graduates with our full report:
GENZRISING:GERMANEDITION
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