Accenture Strategy’s 2017 U.S. College 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, with a 37 percent increase over last year. 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. Learn how large employers can attract and retain Gen Z for their future workforce at www.accenture.com/US2017Grads.

2. U.S.GRADSAREBEGINNING
TO
As the Class of 2017 – the first crop
of GENERATION Z grads – enters
the workforce, we see an uptick
in grads wanting to work for a
LARGE COMPANY

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A TAKE
ONTRADITIONALVALUES
Gen Z resembles its parent generation, Gen X, more than its
Millennial/Gen Y predecessors. U.S. 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.
78%
completed an internship
or apprenticeship
84%
expect their first employer
to provide formal training

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IS
MAKINGACOMEBACK
Employers will see a refreshing practicality in new grads. U.S. Gen Z
grads are showing a willingness to work not just for—but with— their
new employer on many issues.
75%
are willing to relocate to
another state for a job offer
58%
consider it acceptable
to work evenings or weekends

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GENZSWIMSWELL
IN
U.S. Gen Z grads 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.
66%
believe AI and other
advanced technologies
will enhance their
work experience
73%
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 U.S.
graduates understand the value of the human touch and importance
of the softer skills in a world of robotics and artificial intelligence.
78%
believe their college prepared
them for the digital workforce
42%
prefer in-person
meetings

7. WHATCONCERNSGENZ?
UNDEREMPLOYMENTISONTHERISE
U.S. Gen Z grads see a majority of their predecessors feeling
underemployed, working in jobs that don’t require their college degree,
and want to avoid that fate.
More than half 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
college 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 grads in the workforce.
U.S. graduates are
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CHECKLISTFOR
LARGEEMPLOYERS
Large employers have an opportunity to attract U.S. Gen Z grads by
capitalizing on the match between what they can offer and what new
talent is asking for.
DIGITIZE RECRUITING
Disrupt recruiting norms by using
technology to reach new talent pools at
low cost.

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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.
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.
CHECKLISTFOR
LARGEEMPLOYERS

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CHECKLISTFOR
LARGEEMPLOYERS
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.
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 U.S. GEN Z grads 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
U.S. Gen Z college grads with our full report:
GENZRISING:U.S.EDITION
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