20 Tips To Attract And Retain Top Graduates In Today's Workforce

Forbes

23-06-2025

A competitive salary alone doesn't cut it for employers trying to attract and retain high-performing graduates. Today's emerging professionals are looking for purpose, growth opportunities and inclusive, value-driven workplace cultures.
Employers who can understand these expectations and adapt their strategies accordingly can stand out as a top choice in a crowded market. To help companies bring in and nurture the next generation of leaders, 20 members of Forbes Human Resources Council offer some proven approaches for engaging top graduates.
1. Communicate Respectfully With Candidates
Many job applicants say the average quality of employer-to-candidate communications is brutal. Emails go unreturned, hiring officers are a no-show for interviews and contenders who are ruled out may never be told. It drives confusion and misery, and it takes little effort to do better. Companies need to differentiate, as well as be as meticulous and respectful with prospective talent as they'd be communicating with their CEO. - John Kannapell, CYPHER Learning
2. Hire Based On Core Values
To support our mission and brand, our hiring is anchored by our company's core values: 'n-rich' lives, 'n-spire' others and 'n-joy' the journey. We consistently communicate our values by incorporating them throughout our hiring process to attract and retain culture enhancers: people who align with our company values and mission and will work to enhance and drive the company and culture forward. - Kathleen Pai, N-able
3. Offer Purpose-Driven Career Paths
To retain top graduates, it's important to focus on the impact of the work and highlight career pathways that include room for lateral moves. Many of today's top grads are looking for purpose-driven work that aligns with their personal values and passions. They also value work-life integration, lifelong learning and the opportunity to broaden skillsets rather than climbing traditional corporate ladders. - Lori Landrum, Heights Tower Service, Inc.
4. Embrace Digital Engagement And Creativity
Engaging with the entry-level talent digitally, giving them avenues to express their creativity, providing continuous learning opportunities and demonstrating a value system of respect for the individual are all critical to ensure companies are able to attract and retain top talent. - Tan Moorthy, Revature
5. Invest In Students Early And Often
Companies should authentically and proactively invest in students' learning and development from freshman through senior year. They should offer meaningful internships, mentorship and skill-building programs. This long-term engagement demonstrates genuine commitment, building loyalty and a robust talent pipeline well before graduation, making your establishment their preferred choice. - Michael D. Brown, Global Recruiters of Buckhead
6. Understand Emerging Generational Needs
Early career recruiting programs start well in advance of graduation, so it makes sense to plan accordingly. It's crucial to understand what these workforce entrants are looking for and craft strategies that meet them where they are today. You need to consider how their experience with technology, like AI, has shaped their understanding of the world. - Caitlin MacGregor, Plum
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7. Highlight Culture, Growth And Opportunity
To attract top graduates, you should highlight your company's impact and culture, and emphasize clear career paths and opportunities to build skills. Then, you can offer challenging projects and mentorship to show your commitment to growth. To retain talent, you need to recognize contributions, support development and build an inclusive culture, particularly within evolving industries like digital banking. - Julie Hoagland, Alkami
8. Embed Your Brand In Academia
To attract and retain top graduates, companies need to stop selling jobs and start building influence. The most sought-after employers show up in classrooms, not just at career fairs. You must embed your brand in the academic journey: co-create curricula, sponsor challenge-based learning and offer immersive pre-hire experiences. If you shape how future talent learns, then they'll seek you when they're ready to lead. - Katrina Jones
9. Support Real Life With Real Benefits
Today's graduates want to work for companies that support real life, not just work life. Data shows that job-seekers are more likely to apply if paid leave is offered. That means benefits like paid parental leave and mental health days aren't simply perks; they are proof you value your people. - Seth Turner, AbsenceSoft
10. Build Long-Term Campus Relationships
Companies can develop a strategy to engage with undergraduates from the beginning of their studies, then identify high-potential candidates early and offer structured internship programs during the holiday or throughout the academic year). Simultaneously, they can build long-term relationships with the school and faculty management. Another idea is to design a campus ambassador program to provide a funnel for potential top graduates. - Ijeoma Onwordi, Tetracore Energy Group Ltd.
11. Create A Strong Employee Value Proposition
New graduates look for strong culture fit, competitive compensation and growth potential in their prospective employers. To attract top graduates, companies must highlight their unique offerings in a compelling employee value proposition. To retain them, companies need to have a comprehensive onboarding program that acclimates, guides and develops new hires, while reinforcing culture fit. - Jennifer Rozon, McLean & Company
12. Treat Graduates As Individuals
Top graduates are drawn to purpose, growth and authenticity. Companies attract and retain them by offering personalized development from day one, such as strengths-based development, and by creating a culture that sees them as individuals, not just job titles. Investing in who they are, not just what they do, builds loyalty and lasting impact. - Jaka Lindic, e2grow
13. Form Strategic University Partnerships
Creating partnerships with universities can be a great way to attract graduates, as it allows them to join the company as part of the partnership agreement. This approach is especially beneficial when the required skills are niche. A firm can also establish a graduate development program, where newly hired graduates rotate across different departments or locations for two years before being assigned to a specific department or position. - Helal Hamdanieh, PwC
14. Align Culture With Graduate Values
Attracting top graduates requires offering more than just a paycheck—show a clear growth path, mentorship and a chance to make an impact. Companies must build a culture that values innovation, diversity and flexibility. They should also invest in professional development and create a brand that resonates with their values. - William Stonehouse, Crawford Thomas Recruiting
15. Showcase Purpose And Possibility Early
You should start by acting like the best grads already work for you—showcase purpose, growth paths and real impact early. Then, you can focus on matching skills and motivators to the culture you're building. Generational expectations vary, so meet them where they are. Retention sticks when values align and talent sees a future they're excited to help shape. - Stephanie Manzelli, Employ Inc.
16. Evolve Beyond Outdated Hiring Traditions
You must understand what matters most to the next generation of talent. It's easy to rely on the things that worked in the past, but those methods may no longer resonate. You could co-create with your recent hires, who can offer fresh and innovative ideas you might not have considered. It's important to avoid insisting on outdated traditions during interviews. Instead, you should emphasize your company's values. - Jalie Cohen, Radiology Partners
17. Focus On Meaning, Mentorship And Momentum
To attract and retain top graduates, companies must focus on the 3Ms—meaningful work, mentorship and momentum. Today's grads seek more than a job; they want purpose, learning and fast-track growth. That's why we've built our strategy on the 'GRAD foundation'—growth, recognition, access and development—ensuring they feel valued, empowered and ready to thrive from day one. - Ankita Singh, Relevance Lab
18. Design Ecosystems For Graduate Success
Top graduates follow signals of credibility and care. We don't just recruit them—we design ecosystems where their ambition has somewhere to go. That means, you must invest early—embedding leadership exposure, purpose-driven work and equitable mobility. You don't win top talent by chasing them. You attract them by becoming the place their future already fits. - Apryl Evans, USA for UNHCR
19. Personalize Benefits And Recognition
Companies must create a culture of appreciation and also focus on a flexible benefits approach that truly resonates. Today's talent values a workplace culture where they feel heard, valued and empowered. Offering meaningful work, purpose and personalized benefits creates a compelling environment that fosters long-term engagement and loyalty. - Smiti Bhatt Deorah, AdvantageClub.ai
20. Define Clear Career Paths From Day One
You need to show them a career path. A job is more than a singular bullet on a person's resume. It needs to feed into their career journey and the individual's aspirations to reach milestones important to them. Companies that clearly articulate how a fresh graduate fits into the organization and the path that sets them on will outhire competitors. - Nicky Hancock, AMS