Engaging with entry-level and graduate candidates
There are an estimated 17.7 million graduates in the UK, and with entry level jobs accounting for 25% of the market in the UK, making sure you are an attractive organisation will help you gain the best talent coming into your industry.
Junior staffers are often in a different stage of life; if you make generalisations you can say likely without dependents and a mortgage, eager to learn as much as possible. While this does not apply to all entry level and graduate recruits, there is a common thread of popular benefits and working styles.
Here’s some of the best ways to get on the same wavelength as candidates entering into the workforce.
Class is in session!
While graduates have spent a lot of time learning, gaining real world experience is a whole different playing field. For those fresh into working (or new to the industry), career progression comes with education and experience.
This is why Learning & Development is an ideal perk for entry-level and graduate employees. Opportunities to learn and grow both professionally and personally are motivating to employees, and beneficial for the business: the more skills the better! Hard skills, soft skills, leadership, languages, are all training that benefits both.
Don’t ignore DEI
Diversity, Equity and Inclusion is an important part of the workplace, especially for students and graduates. In fact, 88% of students consider an employer’s commitments to DEI before applying, and 69% of millennials and Gen Z’ers are more likely to stay for longer than five years at a company with a diverse workforce.
With this in mind, having strong and regularly updated DEI policies and training, and communicating this to employees and candidates is a key way to both create a positive culture and attract graduates.
Keep things flexible
Those coming into the workforce are arriving into a strange climate. Post-pandemic, the UK is a mix of remote and hybrid working opportunities that previously would have been in-office. Covid-19 shook things up in plenty of ways, and in terms of work, many young people have become accustomed to this more flexible style of working.
Having a more relaxed stance to working days, hours, and location, is a big win for younger generations, so considering this approach may broaden your employer horizons. You can also apply this flexibility to your benefit offerings, ensuring that all demographics are catered to.
Snap up the Savings
Financial perks and discounts make for an ideal benefit for newcomers, with entry-level candidates often on lower wages, and graduates often bouncing back from student loans. Providing additional savings opportunities on top of salary and bonuses can be a big appeal to potential employees, and come at reasonable costs and minimal admin too.
Health is wealth
With increasing NHS waiting lists and high numbers of people struggling with their mental health, providing health benefits is a huge offering for potential employees. From Employee Assistance Programmes to Health Insurance Plans, giving additional health support is a top benefit in 2025. Invest in a healthier workforce to hit the valued benefits!
Appeal to a wider talent pool with popular employee benefits, with the My Staff Shop Benefits Platform.
