When baby boomers and Gen X were seeking their first jobs, success was
directly proportional to who you knew. Whether it was access to a
great Rolodex, personal connections, or just the “good old boys”
network, an in-person connection built on preexisting social capital
was paramount to a seamless college to career transition.
Not so much today—digitally-native Gen Z has more confidence building
relationships and creating professional networks online, and from
scratch, compared to their parents’ generation. Early-career job
seekers are architecting relationships in novel ways, accelerating the
pace and scale in which they grow their networks and advance their
careers. And for many, the shift to new models of building connections
online is far more equitable than in the past, suggesting a
democratization of social capital for a new demographic of college
graduates.
Key takeaways
Gen Z is more optimistic about building a career network than
their parents because of the digital world.
Eighty percent say it’s easier to make professional
connections than their parents’ generation.
Recent graduates of color are even more likely to perceive
increased opportunity and equity through digital
connections.
Respondents of color are 1.7 times as likely to believe it’s easier
to enter a career now compared to their parents’ generation.
Meeting in person? No longer necessary to build a network
(according to Gen Z).
Sixty-seven percent believe you do not have to meet in person to
make a professional connection, with women 26% more likely than men
to say so.
More than 8 in 10 Gen Z job seekers believe that digital
connections sparked by messages will lead to a job
opportunity.
This optimism breeds mobility— about a third of respondents are
considering jumping ship in the next six months (a rate that is 2
times higher for Black students and alumni).
The vast majority are willing to pay it forward. Over 90% would offer to help a younger
person they don’t know from
their college with career advice.
73% say it’s easier to make professional connections compared to
their parents’ generation.
For Gen Z, the internet and social media provide the path to social
capital—a wealth of information, resources, and network potential,
facilitating access to a richer job pool and catalyzing broader
professional networks than their parents. This puts today’s
early-career job seekers on a more level playing field, as compared to
previous generations who got a leg up based on who they knew, where
they went to school, or what zip code they came from.
Student perspectives: Denisha
Denisha is a first-generation college student who sparked her
professional network following a single DEI recruiting event. Watch
the clip below to learn how Denisha’s networking experience led
to more confidence in her job search.
Respondents of color are 1.7 times more likely to believe it’s easier
to enter a career now compared to their parents’ generation.
The confidence we see in people of color suggests a stark contrast,
and potential democratization, from previous generations where
preexisting relationships through a job seeker’s parents, college
circle, or social affiliation were the norm.
Student perspectives: Arsh
Arsh attends school in rural Pennsylvania where there are fewer
opportunities to make in-person connections. Watch the clip below to
learn how Arsh builds relationships digitally to break down geographic
barriers.
A majority believe you don’t need to meet in person to forge a
professional connection—and women more so than men.
More than ever, this generation is relying on online career platforms
(66%) and employer websites (62%) to learn about jobs and career
opportunities. In fact,
67% of early-career job seekers believe you do not need to meet in
person at all to forge a meaningful connection.
Suggesting an evolution in the “good old boys” club of network
building, women are 26% more likely than men to believe that you do
not have to meet in person to make a professional connection (when
controlling for race and ethnicity).
More than 8 in 10 believe that messaging an employer may lead to a job
opportunity.
The trending currency of social capital is digital networking. 87% of
alumni believe that responding to an employer’s message online can
lead to job opportunities, while 80% think that reaching out to an
employer first may lead to a new position.
Tapped into an always-on network of opportunities, it’s no
surprise that half of respondents said that they were consistently
searching for new job opportunities. Even among those satisfied with
their current job, more than a third said that they are constantly
searching for new job opportunities. As one respondent noted,
“I’m confident in my networking skills. I’m also confident
in my research skills, I always look for more information on open
positions. Even during COVID-19 I’ve had virtual meetings and
calls with professionals.”
92% would offer to help a younger person they don’t know from their
college with career advice.
There is desire from graduates to support younger students, even
though 15% reported establishing connections with alumni. While alums
overwhelmingly want to support other alums, many haven’t received
support themselves. Bolstering efforts to nurture professional
relationships that cater to Gen Z’s preferences will have lasting
impact on attracting talent.
Student perspectives: Hannah
Hannah found her first mentor at a recruiting event. Watch the clip
below to get a sense of how Hannah nurtures early-career relationships
on Handshake to learn more about her dream role.
Digital networks are well-situated to act on this latent desire from
graduates, particularly graduates of color, to support younger
students in their early careers. Gen Z is ready to connect and
mentor—they just need the avenues to do so.
To gain insight into how Gen Z builds relationships digitally, a
random sample of Gen Z alumni and upcoming graduates on Handshake were
invited to participate in a survey throughout the month of August
2021. Over 1,200 respondents completed the survey, which examined how
Gen Z alumni viewed their own experience in their early career, what
they believed led to success, and their willingness to support other
job seekers in the future.
Data were cleaned and analyzed across gender, race and ethnicity,
institution type, and other groupings. Where noted, tests of
statistical significance were used to determine the likelihood of a
response when controlling for a number of factors.
Learn more
Join us for a discussion of the report’s findings and strategies
for how career educators can support students throughout the job
search.
