Study conducted in 2026 by JobTeaser's GenZ Lab and EDHEC's NewGen Talent Centre among over 4500 students and recent graduates
The new rules for recruiting in Europe in 2026 Young graduates
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Edito
Tensions in the labor market have not pushed young graduates into line, and their relationship with work continues to challenge established norms. Autonomous, well-equipped and ambitious, they are reshaping the candidate journey: multiplying job search channels, demanding greater transparency, and increasingly rejecting overly polished corporate messaging. In 2026, young graduates choose a sector first, not an employer brand , and they tend to trust real-life experiences rather than corporate content, which remains widely used despite a decline in credibility. Their view of work remains surprisingly positive: 93% see it as a driver of personal fulfillment , a place of purpose, meaning and growth. Yet commitment does not exclude mobility: the first job now lasts 16 months on average , a pace that challenges traditional HR models. Permanent contracts still dominate but are no longer the universal expectation — one sign among many of a labor market that is becoming more fluid and fragmented. Another major transformation comes from a new actor: artificial intelligence . Already essential in job applications — 85% of candidates use it — AI is even influencing career choices. Paradoxically, however, young people reject automated recruitment and
continue to defend the importance of human judgment in hiring.
This study highlights one of the key challenges of the coming years: understanding a generation that is far from disengaged but is instead seeking work that is more authentic, clearer and more aligned with its aspirations. It is now up to companies to adjust their practices and catch up with a movement that is already well underway.
Young generations: ambitions have changed
Enjoy reading,
Manuelle Malot, Director, NewGen Talent Centre – EDHEC Business School
Michaël Giaj, Insight Manager, JobTeaser
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Study methodology
4,507 European students and young graduates* aged 18 to 30, including:
For the second consecutive year , experts from the Gen Z Lab at JobTeaser and the NewGen Talent Centre at EDHEC Business School have combined their analyses. Our objective: to decode major shifts in young talent careers and highlight the key trends shaping employer branding strategies. In partnership with Kantar , a global leader in market research, the survey was conducted between August 1 and October 15, 2025.
2,569 students
1,938 young graduates
*Countries : France, Germany, Italy, Spain, Denmark, Belgium, Sweden, Luxembourg, UK
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Table of contents
The 7 key insights
5
Chapter 1
Chapter 3
6
21
The new rules of the candidate journey
Young graduates and AI: the great paradox
Chapter 2
Summary
16
26
Early careers: what really matters
4
The 7 key insights
Work is central for new generations
Permanent contracts are being challenged by candidates
Industry sector is the primary factor in company choice
93 %
43 %
48 %
For
believe work is a key pillar of their personal fulfillment.
of students are not looking for a permanent contract in 2026.
of students and graduates , the industry sector is the number one factor when choosing an employer — far ahead of company reputation ( 20% ).
2026: the era of augmented applications
Salary is the number one attractiveness factor
85 %
55 %
2026: the end of corporate content?
27 %
of students use AI to improve their job applications.
of students rank compensation as their top expectation for their first job.
Only
consider company videos and testimonials trustworthy when forming an opinion about an employer.
Increasingly early mobility 16 months the ideal average duration of a first job according to students.
Alumni and employee testimonials are significantly more trusted.
5
Chapter 1
The new rules of the candidate journey
6
Among students, the university or campus platform is the first most used channel for job searching
Job search channels used (students)
My school or university career platform (JobTeaser)
64%
General platforms overall
Candidates are using multiple job search channels , reflecting strong autonomy in their job search strategies.
63%
Company career websites
53%
Alumni networks remain untapped.
Direct applications
45%
Social media is useful for informing and entertaining, not for recruiting.
Personal or professional network
43%
Career fairs, forums, events
26%
Alumni network
19%
Social networks (Tiktok, Instagram,...)
16%
Recruitment agencies
most recent job search? (Students) ↗
8%
Which channels did you use during your
7
Industry sector as the main driver of employer choice
Key factors in choosing a company
Top 3
48 %
Companies should highlight the diversity of roles and career opportunities within their industry in order to challenge preconceived ideas about certain sectors.
20 %
13
%
Activity sector
Reputation
Direct recommendations
82% already know which sector they want to work in
a company or a position? ↗
Which criteria matter most to you when choosing
8
The most attractive industries: banking and insurance lead the way
Top 10 most attractive sectors
Banking and insurance
29%
1
Accounting, audit and consulting
22%
2
Information technology and telecommunications
15%
3
14%
4
Wholesale and retail trade
14%
5
Industry
13%
6
Software and programming
11%
7
Arts and leisure
11%
8
Video games, film and music
10%
9
Pharmaceutical industry
9%
10
Advertising
Which industry sectors attract you the most? ↗
9
In 2026, real experiences matter more than corporate messaging
Sources considered trustworthy when choosing a company
Student or alumni reviews
63%
Authentic employee voices (ttestimonials, videos…)
46%
Career fairs and events
42%
Rankings (Great Place to Work, HappyIndex…)
40%
Content on social media
27%
Corporate company content (videos, testimonials…)
27%
forming an opinion about a company? ↗
Which sources do you consider the most credible when
10
Rethinking corporate content: how to communicate more authentically 24 % 27 % Only Only
find the mention of company values in a job posting genuinely persuasive.
consider corporate content trustworthy when forming an opinion about a company.
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Our 4 tips for an effective employer branding video
1
3
Capture attention
Prioritize experience
The first three seconds are decisive.
Illustrate with concrete examples , real situations and everyday experiences.
Start with an employee speaking directly to the camera , without a corporate posture.
Avoid generic or institutional messaging .
Use a concrete hook based on real experience.
Whenever possible, let junior employees embody the message.
2
4
People at the core
Keep it simple
Avoid artificial staging:
Heavy production is unnecessary . A smartphone recording is sufficient.
• Minimize motion design and corporate-style settings.
Keep the video short: under 1 minute 30 seconds.
• Do not rely on a rigid script. Instead, provide a simple framework that the speaker can interpret freely.
Subtitles are essential: 80–90% of LinkedIn videos are watched without sound.
• Encourage people to speak naturally, as if they were talking to a close friend .
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Recruitment process length: the leading cause of application drop-off
Factors leading candidates to abandon an application process
Decision-making processes within the company are too long
Recruitment process not aligned with the company values
31%
47%
Lack of transparency regarding salary
Requirement to complete case studies
42%
19%
Too many steps in the application process
Mandatory group interviews
41%
18%
Lack of affinity with the recruiter
No option to conduct interviews remotely
17%
35%
No contact with the future manager and/or colleagues
Use of psychometric tests
12%
32%
Which characteristics of a recruitment process might lead you to withdraw from an application before the final decision is made? ↗
13
Shortening recruitment timelines to improve attractiveness
21 days the maximum acceptable duration for a full recruitment process.
Keeping candidates engaged during longer processes
Inform candidates from the start about all stages and expected timelines.
Maintain regular communication throughout the process.
Respond to candidate questions as quickly as possible, ideally within 24 hours.
In your opinion, after how many days does a recruitment process become too long? ↗
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Active sourcing: new approaches to reaching the right profiles
59 %
72 %
93 %
have already been contacted by recruiters
regularly answer
appreciate it
always
32%
often
40%
rarely
22%
never
6%
Have you ever been contacted by recruiters through unprompted messages or outreach? When you receive an unprompted message from a recruiter (email, LinkedIn, etc.), how do you usually respond? (Students) How do you perceive unprompted outreach from recruiters? (Students) ↗
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Chapter 2
Early careers: what really matters
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Work as a pillar of personal fulfillment
93 %
Even as the labor market becomes more challenging, motivation remains high, and may even be strengthening.
of students consider work a source of personal fulfillment.
Contribution of work to personal fulfillment
Young people associate work with purpose, usefulness and personal development.
51%
42%
6%
1%
Strongly Somewhat
Slightly
Not at all
contribute to your personal fulfillment? (Students) ↗
To what extent do you think your current or future job will
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In 2026, permanent contracts are no longer an absolute goal
Contract type most considered after graduation
Permanent contracts 57 %
43 %
Permanent contract
57%
Fixed-term contract
Other contracts
15%
11% Graduate program
9% Other
Entrepreneurship 5%
Freelance 3%
do you find most appealing for your first job? (Students) ↗
After completing your studies, which type of employment contract
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Salary, team relationships and learning opportunities: the key career expectations in 2026
55 %
53
49 %
%
Relationship with the team
Salary
Opportunities to learn and develop skills
A meaningful job
Working for a company with strong values
36%
47%
A supportive work environment
Clearly defined career paths
46%
30%
A good work–life balance
Attractive benefits
45%
30%
Relationship with management
Work flexibility (hours, remote work)
38%
30%
Stimulating tasks
Proximity to home
37%
27%
What do you expect from your future job? (Students) ↗
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Anticipating early mobility among young professionals
16 months is considered the ideal duration for a first job by students.
Careers are no longer perceived as linear but increasingly as a sequence of experiences or missions.
The first job is a key stage in skill development, but it is not expected to be long-term.
Companies must therefore demonstrate their ability to train young professionals, as they effectively finalize their professional development.
for a first job (in months)? (Students) ↗
In your opinion, what is the ideal duration
20
Chapter 3
Young graduates and AI: the great paradox
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AI as a new compass
Young graduates largely trust AI tools to guide their choices
Massive use of AI for job applications
52 %
47 %
Improving their job application
85%
Improving their CV
79%
trust AI for their study choices
trust AI for career decisions
Writing messages to recruiters
77%
Getting information about companies
76%
Identifying key questions to ask during interviews 76%
Practicing for interviews
67%
Preparing case studies
64%
How much do you trust AI to advise you on your academic or career choices? Are you considering using generative artificial intelligence tools (GPT, Gemini, etc.) during your next job search in order to... (Students) ↗
22
Our recommendations for adapting job interviews in the age of AI
1
4
Prioritize live case exercises
Identify signs of excessive AI use
Use real-time problem-solving exercises to distinguish between AI-assisted work and actual skills.
Watch for signals such as:
• Generic or overly standardized text • Lack of personalization • Inconsistencies between written responses and oral explanations
2
Clarify your stance on AI
Explain clearly during the interview how AI use is viewed within the company. Its use can be allowed, but should remain balanced and transparent. This allows recruiters to evaluate both AI literacy and genuine competencies.
5
Adapt screening to “mass apply”
Use smarter filters, differentiating questions or active sourcing strategies to deal with the growing volume of applications.
3
Evaluate AI usage as a professional skill
6
Place greater emphasis on soft skills
The ability to use AI effectively should be considered a professional competency in its own right.
Soft skills and extra-professional projects are becoming increasingly important as technical skills become more widely accessible.
applications? ↗
Do you use generative AI tools (ChatGPT, Gemini...) to assist you with job
23
Recruitment practices under scrutiny 67 %
of early-career candidates are uncomfortable with AI-driven recruitment, such as automated interviews or algorithmic scoring.
24
AI & Careers: Anticipating and supporting new skill requirements
“I received sufficient training on AI during my studies”
“AI will significantly change the way my future job is performed”
“My job will become obsolete in the coming years”
Yes 46 %
72%
68%
33%
32%
32%
21%
28%
14%
Yes, absolutely
Yes, somewhat
No, not really
No, not at all
2024
2025
2024
2025
25
In summary
The renewal of employer branding
Early careers: engaged, ambitious and mobile graduates
Applications, recruitment and careers: AI is reshaping everything
Candidates use multiple job search channels , combining job platforms, direct applications and professional networks, reflecting strong autonomy in their job search.
Work remains a powerful driver of personal fulfillment (93%).
AIis now widely used to apply (85%) , guide career decisions and anticipate changes in professions.
Salary is the top expectation for a first job. Mobility is faster than ever: 16 months for a first job.
This widespread adoption forces recruiters to adapt their evaluation methods to distinguish real competencies from AI-assisted output.
The industry sector has become the primary entry point when choosing a company (48%), far ahead of reputation or recommendations.
Companies must therefore accelerate skill development and offer evolving career paths to retain young talent.
Recruitment must nevertheless remain deeply human . Even though candidates use AI extensively beforehand, the relationship with the recruiter remains decisive during interviews.
Authenticity has become the key factor: alumni reviews, real experiences and authentic employee testimonials are now more trustworthy than corporate messaging.
Supporting and anticipating new skills needs is crucial, as one third of students fear their profession may become obsolete in the near future.
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Our young grads got talent. At JobTeaser, we believe the new generation is the future of work and that young talent has so much to offer the professional world and to society as a whole.
A hub for insights into how the next generation is shaping the future of work. Launched in 2023, The Gen Z Lab analyzes market trends, aspirations, and new behaviors of students and recent graduates. At JobTeaser, we believe this generation’s unique skills and fresh perspectives add real value to today’s companies. With The Gen Z Lab, our goal is twofold: to better understand how to support young people through their career paths, and to help employers attract, engage and retain the talent that will drive the company forward. Through studies, testimonials, opinion pieces and forward-looking research: we provide resources to support all those shaping the world of work — students, employers and higher education institutions.
But whether it’s about finding one’s path or hiring young talent, the journey isn’t always easy.
That’s where we come in: to support students as they transition from the academic world to the professional one. JobTeaser is the official career platform for 800+ European schools and universities. Fully integrated into Student Portals and accessed daily by students, our platform gives you privileged access to top talent and enables you to recruit the future stars of your company — easily, effectively, and before they even graduate.
More information:
The GenZ Lab
corporate.jobteaser.com
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About EDHEC Business School
About the NewGen Talent Center
With 120 years of history, EDHEC Business School has established itself as a leading institution in France, ranking 7th Business School in Europe by the Financial Times since 2022. EDHEC has developed a unique model, based on research useful to society, businesses and students. EDHEC is thus today a place of excellence, innovation, experience and diversity, capable of impacting future generations in a world in profound upheaval. Having a positive impact on the world is our reason for being.
Created in May 2013, the NewGen Talent Center is EDHEC's center of expertise on the aspirations, behaviors and skills of new generations of graduates. Its mission is to detect, understand and explain the evolution of young people's expectations for their professional lives to respond to the issues of attraction, loyalty and commitment of companies. We benefit from the support of the Forvis Mazars group.
More information:
More information:
EDHEC NewGen Talent Centre
EDHEC Business School
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