Graduate Recruitment Trends of 24/25: What to Expect and How to Prepare

If you’ve been involved in graduate recruitment in the last few years, you’ll know that the landscape is evolving at a pace that’s hard to keep up with. But the truth is, keeping up isn’t enough anymore—we need to stay ahead of the curve. As we look towards 2025, it’s clear that the way we attract, engage, and hire graduate talent is changing. So, what trends should we be preparing for? And how can we ensure that our recruitment strategies not only attract the best talent but also reflect the values and needs of today’s graduates?

Let’s dive into the graduate recruitment trends that are set to shape the next couple of years.

1. Remote and Hybrid Work Is the New Normal

Remember when remote work was considered a “nice to have” perk? Those days are long gone. Graduates entering the workforce today have grown up in a world where remote and hybrid work models are not just accepted—they're expected. According to a recent survey by LinkedIn, 70% of Gen Z candidates expect to have the option to work remotely at least part-time. This trend isn’t just about where people work, but also how they work.

For employers, this means rethinking how you build and maintain your company culture. How do you keep a remote team engaged and connected? How do you ensure that your new hires feel like they’re part of the team, even if they’re not physically in the office? These are the questions we need to be asking as we adapt our recruitment strategies to attract top talent.

2. Values-Driven Recruitment

Today’s graduates are looking for more than just a pay-check—they want to work for organisations that align with their values. In fact, a study by Deloitte found that 77% of Gen Z candidates say a company’s values are a top consideration when choosing a job. Environmental sustainability, social responsibility, and diversity, equity, and inclusion (DEI) are no longer optional—they’re non-negotiable.

To attract the best talent, organisations need to be transparent about their values and demonstrate how they’re making a positive impact on the world. This isn’t just about ticking boxes—it’s about creating a workplace where people feel proud to work and where they can see the difference they’re making.

3. The Rise of Skills-Based Hiring

As the job market becomes increasingly competitive, the emphasis on degrees and traditional qualifications is starting to wane. Instead, employers are shifting towards skills-based hiring, where the focus is on what candidates can do, rather than where they studied or what grades they achieved.

This trend is particularly relevant for graduate recruitment, where candidates may not yet have extensive work experience. By using skills assessments, employers can get a more accurate picture of a candidate’s potential and identify those who have the capabilities to succeed in the role, regardless of their academic background.

According to a report by the World Economic Forum, 50% of all employees will need reskilling by 2025 due to technological advancements. This means that the ability to learn and adapt quickly is becoming one of the most valuable skills a candidate can have. In the context of graduate recruitment, this makes skills-based hiring more important than ever.

4. Digital-First Recruitment Processes

The days of in-person interviews and paper resumes are fading fast. Today’s graduates are digital natives, and they expect a recruitment process that reflects this. From video interviews to automated candidate screening, digital-first recruitment processes are not just more efficient—they’re also more appealing to tech-savvy candidates.

A survey by PwC found that 78% of Gen Z candidates have used video interviews in their job search, and 65% said they preferred it to traditional in-person interviews. This trend is likely to continue as more companies invest in digital recruitment tools that streamline the hiring process and create a better candidate experience.

However, it’s important to remember that technology should enhance, not replace, the human element of recruitment. Candidates still want to feel a personal connection with potential employers, so it’s crucial to find the right balance between automation and human interaction.

5. The Importance of Employer Branding

Employer branding has always been important, but in the current job market, it’s absolutely critical. With so many options available to top talent, companies need to go the extra mile to stand out from the crowd.

A strong employer brand can make all the difference in attracting and retaining top graduate talent. According to a survey by Glassdoor, 75% of job seekers consider an employer’s brand before even applying for a job. This means that your employer brand isn’t just about what you say in your job ads—it’s about the entire candidate experience, from the first point of contact to onboarding and beyond.

To build a strong employer brand, focus on authenticity and transparency. Showcase your company culture, highlight the benefits of working for your organisation, and share stories from current employees about why they love working for you. Remember, your employer brand is your reputation—and it’s more important than ever.

6. Diversity, Equity, and Inclusion (DEI) as a Priority

DEI is no longer just a buzzword—it’s a business imperative. Graduates today are not only looking for diverse and inclusive workplaces, but they’re also holding companies accountable for their DEI efforts.

According to a survey by McKinsey, companies in the top quartile for gender diversity are 25% more likely to have above-average profitability. Similarly, companies with a diverse workforce are better equipped to innovate, adapt to change, and meet the needs of a diverse customer base.

For graduate recruitment, this means going beyond just saying you’re committed to DEI—it means taking concrete actions to create a more inclusive workplace. This could include implementing blind recruitment practices, offering DEI training for employees, and creating mentorship programs to support underrepresented groups.

Looking Ahead: Preparing for the Future of Graduate Recruitment

As we move into 2025, the graduate recruitment landscape will continue to evolve. The key to staying ahead is to remain agile and adaptable. By embracing these emerging trends and rethinking traditional recruitment strategies, organisations can not only attract the best talent but also create a workplace that’s ready for the future.

So, what’s the next step for your organisation? Whether it’s adopting a digital-first approach, investing in skills-based hiring, or strengthening your employer brand, now is the time to take action. The future of work is here, and it’s full of opportunities for those who are ready to embrace change.