The Class of 2025 Is Entering the Workforce. What HR Leaders Must Know When Hiring Them
For most, summer’s approach means sunny days, relaxing by the pool, and increased electric bills thanks to the constant humming of the A/C. But for HR professionals, the season brings with it a new batch of hires fresh out of college, raring to join the workforce.
But as we face economic uncertainty, AI’s constant evolution, and shifting of job expectations, the rising group of job seekers are coming into the professional world with some interesting asks and assumptions.
Here are some things HR leaders can expect from the class of 2025, and what you can do to prepare for interviewing and hiring these young workers.
1. They’re Wary of AI, but Know How to Wield It
A study by ZipRecruiter shows that almost half of new and rising grads believe that AI has shrunk the available jobs in their field, and over 60% are concerned Gen AI will negatively impact their careers.
So, what can leaders do about this fear? Let this new generation wield AI, not be replaced by it.
Sixty percent of the class of 2025 says they use generative AI at least once a week, with 98% being familiar with Gen AI tools in general. This batch of new hires is the most adept already at using AI to work more efficiently, so incorporating their knowledge in these new roles is key. Let these skills be an asset rather than a looming fear.
2. Expectations Are High, Transparency Is a Must
The class of 2025 is also graduating with a lot of expectations for their first jobs, with a majority setting schedule flexibility as a high priority and hoping to work remotely half the week. Additionally, over 40% of recent grads are expecting a higher pay than what they were given.
What are leaders to do with these rising expectations? Listen, and be transparent and honest about the position.
Pay transparency is a rising must among younger generations and a way you can help align your interviewees to the reality of the workplace. Managing expectations with clear communication will have your new hires much more prepared and comfortable as they join your team.
3. Onboarding Needs to Be Done Right
A global pandemic and economic uncertainty have severely affected the recent and rising college grads.
They’re most insecure about their ability to act with confidence in the workplace. Just under a third of graduating seniors feel unprepared to communicate in person for work, while two-thirds aren’t confident in effectively participating in meetings.
HR professionals can help by ensuring new hires are properly onboarded.
While a 30-60-90 plan can accustom new hires to their responsibilities, a 12–18 month structured plan to properly acclimate them to company culture and familiarize them with proper policies and etiquette will improve retention, and help them gain confidence in their work.
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