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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