2025 State of the Graduate Report

With major changes in workplace trends and ways of working occurring over recent years, Monster’s annual State of the Graduate Report offers a look into the evolving motivations, concerns, and priorities of the next generation of the workforce. With this report polling 1,000 new and impending college graduates, Monster is pleased to present the 2025 State of the Graduate Report.

The job market is rapidly shifting, and today’s graduates are entering it with both confidence and conviction.

The 2025 State of the Graduate Report by Monster takes a deep dive into how upcoming and recent grads are navigating their career paths in a time of economic uncertainty and technological change. Through a national survey, we uncovered what the newest generation of workers expects from employers—and what they’re not willing to compromise on.

Despite ongoing concerns about automation and economic instability, most job-seeking graduates (83%) are optimistic they’ll land a role shortly after graduation. Still, many anticipate hurdles in finding positions within their ideal industry or company, with 37% expecting a job search that lasts 4–6 months and 64% expressing concern that AI could replace human-held roles. The tension between optimism and anxiety underscores a growing focus on job security.

Flexibility is no longer a perk—it’s a priority. Nearly 7 in 10 grads (69%) are more likely to apply for remote roles, and 42% say they won’t accept a job without hybrid options. Traditional structures are also under scrutiny: 67% believe the 9-to-5 workday is outdated, and 64% say the same about the five-day workweek.

Beyond flexibility, today’s grads are clear on what matters most: career growth and compensation. Over half (54%) would reject a job that lacks advancement opportunities, and 62% say salary is their top consideration when evaluating offers. As economic pressures mount, graduates are broadening their job search strategies by exploring more industries and using AI tools to get ahead in the application process.

Workplace values are also shaping career decisions like never before. Political alignment now plays a major role, with 71% unwilling to work for a company whose views conflict with their own, up from 67% just a year ago. Diversity, equity, and inclusion (DE&I) remain critical: 35% would turn down a job at a company without diverse leadership.

The message is clear: today’s graduates are ambitious, intentional, and values-driven. Employers who adapt to these priorities by offering flexibility, purpose, and pathways to growth will be best positioned to attract and retain the next generation of top talent.

Key Takeaways

Optimistic but realistic

Graduates are confident they’ll land a job after graduation, but many are prepared to compromise on industry or employer, reflecting a pragmatic mindset shaped by today’s job market.

Broadening the search

Economic uncertainty is driving graduates to expand their job hunt across industries and roles they may not have previously considered, signaling a more flexible and adaptive approach to career entry.

AI is a double-edged sword

Graduates are embracing AI tools to enhance their job search but are also concerned that automation could displace entry-level roles.

Flexibility isn’t optional

Remote and hybrid work models are top priorities with traditional 9-to-5 and five-day workweeks increasingly seen as outdated.

Pay and progression drive decisions

Salary is the #1 factor for graduates evaluating job offers, and most people would reject a role without clear opportunities for career advancement.

Values are make-or-break

Cultural alignment matters more than ever, most graduates won’t work for companies with opposing political views, and may won’t accept jobs at organizations without diverse leadership, reflecting a generation unwilling to separate work from values.

Job Market Perceptions & Challenges

Graduates face a competitive job market with mixed confidence in opportunities.

Most graduates believe in their ability to secure employment at a level they’re qualified for after graduation.

• 83% of graduates who are job hunting are confident they will receive a job offer shortly after graduating.
  • 37% of graduates who don’t have a job yet expect it to take them 4-6 months to find a job.
  • Only 5% of graduates think it will take them a year or longer to secure a job.
• 73% of recent graduates feel their skill set matches that of an entry- level role, which has risen 4 percentage points from 2024 (69%).
  • 20% actually feel overqualified for an entry-level role.

"Since approximately 8 out of 10 (83%) of graduates are confident in their ability to receive a job offer shortly after graduating and the majority of grads feel their skills level match entry-level requirements, these are good signs. Confidence is key to a successful job search. That said, they're not confident that they will secure a job suiting their preference, and they believe employers have more leverage to find the best candidates in the entry-level job market.

Pro tip for grads: Demonstrating confidence and skills are important for graduates' first full-time job search. Be flexible and keep expectations intact as it relates to timing and what the employer is seeking. You may want to expand your search and prioritize if it's not your ideal job, if the employer provides training, resources, and mobility to help support you in your career path.”

-Vicki Salemi, Monster Career Expert

However, not all graduates are confident they’ll receive a job offer in line with their preferences.

• 63% of graduates say employers have more leverage to find the best candidates in today’s entry-level job market, which has dropped 4 percentage points compared to 2024 (67%).
• 48% think they will not be able to find a job at the organization they prefer.

Barriers to Job Applications

Though graduates are selective about employers, they are casting a wider net when applying for roles as a result of the current market conditions.

• This year, concerns regarding the state of the economy are heightened compared to previous years. Three out of four (75%) graduates worry there will be an impact on their job prospects due to the economy, with concerns rising 6 percentage points compared to last year’s graduates (69%).
• Almost half (48%) of graduates assume they won’t be able to find a job at the organization they prefer, compared to 52% in 2024.
• As a result of current market conditions, 42% of graduates who do not already have a full-time job have broadened their prospects to more company/organization and industry options, which is up 8 percentage points compared to 2024 graduates (34%).

“75% of graduates worry about economic impacts on their job prospects, reflecting their consumption of economic headlines and visible corporate restructuring across industries. This anxiety is prompting 42% of graduates who do not already have a full-time job to broaden their company and industry options—up 8 percentage points from last year—while maintaining firm boundaries against employers with salary freezes (83%) or recent layoffs (80%). Companies must demonstrate financial stability and workplace flexibility to attract these cautious yet determined candidates who are strategically navigating uncertain market conditions.”

-Giacomo Santangelo, Monster Economist

There are certain red flags that would prevent graduates from seeking roles at organizations.

• Graduates would not apply to a job at a company that:
  • Currently has salary freeze (83%)
  • Recently had layoffs (80%)
  • Had lower than average earnings last year (77%)
  • Mandates workers to come into the physical workplace (e.g., office) everyday (56%)
  • Requires completely remote work (54%)

Job Security & Economic Concerns

Fears over the state of the economy have impacted more than just the job search process for graduates. It has altered their expectations for salary and job security as well.

"The contradiction between economic anxiety and salary expectations—where 37% expect higher starting salaries despite market concerns— likely stems from graduates' awareness of inflation's impact on living costs and their educational debt burdens. Job security worries have intensified among 80% of graduates, fueled by highly publicized tech layoffs and the 64% who fear AI displacement of entry-level positions. Employers who can clearly articulate how human talent complements their technological investments will address a key concern driving graduates' employment decisions.”

-Giacomo Santangelo, Monster Economist

Graduates have mixed thoughts on how the economy may impact their starting salary.

• 37% of graduates expect the starting salary at a new job to be higher as a result of the current economy, while 27% expect the starting salary at a new job to be lower.

Job security is also a major concern, though the economy is among multiple factors driving graduates’ worries.

• 80% of graduates are concerned about job security while looking for a job in this current market, compared to 77% in 2024.
• 64% say it will be more difficult to find a job due to AI technology filling roles previously held by humans, compared to 62% in 2024.

Work Preferences & Deal Breakers

From salary expectations to work-life balance, career growth, and DE&I priorities, new grads are setting clear standards for their future workplaces. 

“The graduates' work preferences and deal breakers provide tremendous insight to employers. Their top must-haves are work-life balance, good health insurance, career growth/learning opportunities, and having a brag-worthy job.

Pro tip for grads: Employers should indicate in job descriptions where the job is located and what is available for work-life balance such as 50% in the office. For instance, the majority (69%) of graduates would be more likely to apply for a job if the position allowed remote work. Job seekers should identify what they are looking for regarding work preferences and align their job search with their preferences. It sounds basic, but when you're immersed in a job search, you may lose sight of your needs vs. wants.”

-Vicki Salemi, Monster Career Expert

Although most graduates are concerned about finding a job after graduation, many still have strong wishlists and preferences for their future roles.

• The top three biggest deal breakers for graduates?
  • 56% of graduates would never accept a job at a company that doesn’t have or offer work-life balance, which rose 4 percentage points compared to 2024 graduates (52%).
  • 54% would never accept a job at a company that doesn’t offer career growth opportunities, up 4 percentage points compared to 2024 graduates (50%).
  • 49% of graduates would never accept a job at a company that doesn’t offer competitive salary and benefits, which rose 5 percentage points compared to how graduates responded in 2024 (44%).

With “Return to Office” policies being increasingly enforced by employers, how do recent graduates perceive remote work?

• 69% of graduates would be more likely to apply for a job if the position allowed them to work remotely, up 5 percentage points from 2024 (64%).
• Less than two in five (39%) of graduates would be willing to accept/have accepted working from an organization's physical workplace, which has dropped significantly compared to 2024 graduates who were willing to do/did the same (46%).
• 42% would never accept a job at a company that doesn’t offer flexible or hybrid work schedules.

DE&I remains a priority among new graduates looking to enter the workforce.

• 35% would never accept a job at a company that doesn’t offer a diverse workforce and leadership team while 22% would never accept a job at a company that doesn’t have/offer DE&I programs.
• In fact, 32% say that lack of diversity among interviewers is a red flag during the interview process, compared to 28% in 2024.

New graduates are unwilling to compromise on compensation.

• In fact, 62% of graduates say the most important aspect of a job is a good salary.
• Only 12% of graduates would agree to an unpaid internship upon graduation, compared to 18% in 2024.
• Additionally, transparency remains essential with 44% of graduates saying they would “ghost” or pull out the interview process completely if the salary range for the position they applied for was not disclosed during the interview(s).

Graduates report work-life balance (54%), good health insurance (49%), career growth/learning opportunities (48%), and having a brag-worthy job (19%) as other important aspects of a job.

Graduates are also looking for connection and openness in the workplace.

• 91% say it’s important for them to feel comfortable discussing mental wellness at work
• 34% say having work friends is one of the most important aspects of a job, which has risen significantly compared to the 2024 graduates who reported the same (27%).

Job Search Strategies

Now more than ever, graduates rely on a range of digital tools to navigate the job search process.

Almost all (96%) graduates use digital tools or platforms (job search websites, an organization’s official website, search engines, social media, career fairs/events, AI, people they know) to search for job opportunities and/or to learn more about organizations.

Shockingly, half of new graduates (50%) use social media to search for job opportunities and learn about organizations and just 34% use career fairs/events to do so.

Emerging technologies continue to be a great resource for the new generation of workers. 82% admit to using AI generators in the job application process, a significant increase compared to 75% in 2024:

• 45% Writing emails
• 44% Writing resumes
• 39% Practicing interview responses based off generated questions
• 36% Drafting cover letters
• 31% Completing interview assignments

Career Fears & Motivations

Graduates fear job dissatisfaction, financial strain, and AI displacement, often applying to jobs that are not a fit out of necessity.

“Financial factors drive graduates’ motivations and fears. Since 84% of graduates applied for a job they knew wasn't the right fit, they did it anyway since the majority needed the money. Many of them need experience for their next job, many have job search fatigue, and others have to pay off student loans. These are all valid and understandable reasons.

Pro tip for grads: There is no right or wrong fear or motivation for graduates as they should prioritize what they need most out of a job, such as the salary or specific experience. For instance, 22% of graduates said they're fearful of working for an organization whose values conflict with their political beliefs. When this is a priority for job seekers, they should spend time exploring a company culture to understand their values and beliefs. Job seekers at all levels in their careers, including entry-level roles, should interview and evaluate potential employers the same way that companies interview and evaluate candidates.”

-Vicki Salemi, Monster Career Expert

84% of graduates applied for a job they knew was not the right fit out of desperation even though 33% say one of their biggest fears upon graduating is hating the job they find. But why?

• 55% needed the money.
• 38% needed experience for their next job.
• 32% were tired of searching for a job, up 4 percentage points from 2024 (28%).
• 25% needed to pay off student loans.
• 18% didn’t think they would be able to get a job that was the right fit.
• 19% were under pressure from their parent(s).

Despite the sense of desperation, graduates are fearful of the following:

• Paying off their student loans (35%).
• Job displacement due to AI (20%), down 7 percentage points from 2024.
• Working for an organization whose values conflict with their political beliefs (22%).

Changing Work Expectations

Graduates are redefining work norms, favoring flexibility, balance, and healthier workplace environments.

“This year's graduates are powerful in making an impact on the workforce. Essentially, two out of three grads (67%) think 9-to-5 traditional working hours are in the past. The increase of 12 percentage points compared to last year's graduates is significant.

The Class of 2025 only knows hybrid or remote work, rather than working all hours in an office. They were in high school during the pandemic when the typical workplace model shifted. Therefore most of the internship and work experience they have previously been exposed to has shown them that non-traditional (remote and hybrid) models were not only possible, but successful.

Pro tip: College grads should identify which model of work suits them best and do a self-assessment to identify their preferences. If they're not interested in 9-to-5 opportunities, pursue employers who offer remote and hybrid roles.”

-Vicki Salemi, Monster Career Expert

Many graduates think that certain traditional work practices are outdated.

• 67% think '9 to 5' working hours are a thing of the past, which has risen a staggering 12 percentage points compared to the graduates in 2024 (55%) who thought the same.
• 64% think 5-day work weeks are outdated, which has spiked 10 percentage points compared to last year (54%).
• 59% think working full-time in an office is outdated, compared to 54% of 2024 graduates who thought the same.
• 59% believe having to relocate for a job is an antiquated practice.

Graduates would be willing to quit a job if some aspects of company culture aren’t up to their standards:

• 47% would quit a job if their workplace became toxic.
• 39% would quit a job to seek a healthier work-life balance.

Politics in the Workplace

Political alignment is increasingly influencing graduates' job choices and workplace dynamics, with many unwilling to work for companies that conflict with their political views.

The majority of recent graduates see politics as a significant factor in their job decisions.

• 71% of graduates said they would not work for a company that openly supports a political topic, issue, or candidate they oppose— an increase from 67% in 2024.
• 23% would actually quit their job if their employer openly supports a political topic, issue, or candidate they do not.
• More specifically, 74% would refuse to work for a company if its CEO publicly backed a political candidate they do not support, up from 70% in 2024.

Despite this, conversations around politics in the workplace are becoming more accepted.

• While 65% of graduates are uncomfortable working alongside those with differing political beliefs, 23% believe politics is an appropriate topic at work—significantly higher than 2024 graduates who reported the same (17%).
• Additionally, 26% of graduates want a workplace that supports their participation in political rallies and protests.

Industry Preferences

Graduates are focusing on fields like business, healthcare, and technology, with a growing interest in AI and finance.

“Graduate interest in business (24%), healthcare (18%), and computer technology (18%) reflects strategic career planning based on sectors that showed resilience during recent economic challenges. The notable 15% interest in artificial intelligence signals graduates' recognition that AI skills offer versatility across multiple industries and potential insulation from future market disruptions. This data suggests today's graduates are prioritizing fields perceived as offering both immediate employment opportunities and long- term career advancement in an increasingly technology-dependent economy.”

-Giacomo Santangelo, Monster Economist

Graduates intend to pursue a career in the following industries/fields:

• 24% Business
• 18% Healthcare
• 18% Computer technology (excluding AI)
• 17% Finance
• 16% Education
• 15% Artificial intelligence (AI)
• 11% Art
• 10% Engineering
• 9% Science (excluding AI)
• 9% Legal
• 8% Sales
• 7% Government
• 6% Construction
• 6% Real estate
• 6% Hospitality
• 5% Non-profit
• 5% Other

Career Development

Graduates are prioritizing continuous learning and career growth opportunities, with a strong preference for practical training and mentorship programs.

Graduates are eager to learn: 94% are interested in learning or upskilling opportunities when applying to a position.

Their primary areas of interest include:

• Practical/on-the-job training (51%, up significantly from the 40% of 2024 graduates who reported the same)
• Ongoing certificate/training courses relevant to their industry (40%)
• Mentoring programs (39%)
• Structured career development programs (39%)
• Job shadowing programs (34%)
• Sponsorship to attend industry events/panels (31%)
• Training repayment agreement provisions (TRAP) (30%)
• Job rotation programs (26%)

2026 Predictions

• AI-driven hiring and job automation will accelerate, forcing graduates to continuously upskill and adapt to new hiring technologies.
• Hybrid work will become a key differentiator, as companies with strict return-to-office policies may struggle to attract young talent.
• Economic concerns will continue to impact job search behavior, with more graduates prioritizing salary transparency and financial security over other benefits.
• Political and social values will play an even greater role in job selection, as graduates seek alignment between their personal beliefs and corporate stances.
• The demand for career growth programs will increase, as graduates look for mentorship, structured career paths, and skill development opportunities to future-proof their careers.

Survey Methodology

The research was conducted online in the U.S. by The Harris Poll on behalf of MullenLowe among 1009 U.S. adults aged between 18 and 24 years, including 504 recent graduates who are a student or have associate’s, bachelor’s, or master’s degree, and have graduated in past 12 months and 505 impending graduates who will graduate in the next 12 months or currently enrolled in college/university. The survey was conducted between 4th March and 17th March, 2025. 

Data are weighted by current student status where necessary by age, gender, race/ethnicity, region, education, and household size to bring them in line with their actual proportions in the population and then combined using a post-weight.

Respondents for this survey were selected from among those who have agreed to participate in The Harris Poll surveys. The sampling precision of Harris online polls is measured by using a Bayesian credible interval. For this study, the sample data is accurate to within ± 3.8 percentage points using a 95% confidence level. The recent graduates sample data is accurate to within ± 5 percentage points and the impending graduates sample data is accurate to within ± 5.4 percentage points – each using a 95% confidence level. This credible interval will be wider among subsets of the surveyed population of interest.

All sample surveys and polls, whether or not they use probability sampling, are subject to other multiple sources of error which are most often not possible to quantify or estimate, including, but not limited to coverage error, error associated with nonresponse, error associated with question wording and response options, and post-survey weighting and adjustments.