Graduates are not a top hiring priority for employers

The transition from education to the workplace is a major milestone for every graduate. While many organisations are currently focused on hiring professionals who can make an immediate impact, young talent remains a vital investment for the future. The challenge lies in striking the right balance between addressing immediate business needs and developing talent for the long term.

Recent research by global talent solutions specialist Robert Walters shows that graduates are not always at the top of employers' hiring priorities. Jens Spittael-Speeckaert, Director at Robert Walters Belgium, shares how organisations currently view early-career talent and offers insights for both graduates and employers.

The role of graduates in recruitment strategies

Only 8% of employers consider graduates a top priority in their current recruitment strategy. In addition, 42% say they do not view graduates as their primary target group when filling vacancies.

This does not mean that organisations fail to recognise the value of young talent. Many companies are under pressure to fill vacancies quickly and therefore tend to favour candidates who can work independently from day one. At the same time, an increasing number of employers recognise that a sustainable talent strategy also requires investing in the professionals of tomorrow.

"It's not that organisations don't see the value of graduates, but the focus is often on candidates with a little more experience. At the same time, we see that companies that deliberately invest in early-career talent are better positioned for the future, as they can develop and retain talent from the very start of their careers," says Jens.

For graduates, this means making an extra effort to stand out among more experienced candidates. For organisations, it presents an opportunity to think strategically about how young talent can be successfully integrated into their teams.

What are employers really looking for?

The research also shows that employers place significant value on personal qualities. In fact, 70% identify motivation and learning ability as the most important factors when hiring graduates, while 26% consider personality and cultural fit to be key.

"For certain roles, a specific degree remains essential. This is particularly true in fields such as accounting, engineering and other specialised disciplines where technical expertise is required. Beyond those requirements, however, we see that organisations are primarily looking for people who are curious, eager to learn and able to adapt. A degree is certainly an advantage, but it doesn't tell the whole story about someone's long-term potential or the value they can bring to a team," explains Jens.

This is encouraging news for graduates. Candidates who demonstrate initiative, critical thinking and a genuine willingness to learn and develop significantly improve their chances of securing a role.

The biggest challenge

Among employers who hire graduates, 67% say that high expectations are the biggest challenge. This extends beyond salary and job titles to include career progression, flexibility and the pace at which young professionals expect to take on greater responsibility.

Jens explains: "Many graduates enter the job market with ambitious expectations, while organisations are primarily assessing potential that still needs to be developed in practice. Open communication helps both parties align those expectations more effectively.

That responsibility does not lie with graduates alone. Employers can also be more transparent about career paths, support and development opportunities."

When candidates understand how they can grow within the organisation and what support they will receive along the way, they are far more likely to build a successful long-term relationship with their employer.

How can organisations better attract young talent?

Investing in young talent requires a long-term perspective. Organisations that recruit not only for experience, but also for potential, motivation and cultural fit, broaden their talent pool. A strong onboarding programme and clear development opportunities enable graduates to grow more quickly, while knowledge sharing between experienced colleagues and early-career employees strengthens teams. Ultimately, this helps organisations build a sustainable pipeline of future talent.

How can graduates stand out?

There are plenty of opportunities for graduates who are willing to invest in their own development. Employers are not looking for the perfect CV, but for candidates who demonstrate a genuine desire to learn and grow.

Graduates can improve their chances by:

• clearly demonstrating their motivation and curiosity;

• highlighting projects, internships or extracurricular activities where they showed initiative;

• emphasising soft skills such as communication, collaboration and problem-solving;

• preparing thoroughly for interviews and showing genuine interest in the organisation and its challenges.

"Organisations are keen to invest in people who are equally committed to investing in their own development. That mutual commitment often forms the foundation of a successful long-term partnership," concludes Jens.