There’s a common assumption that graduates are only interested in one thing: pay. Of course, salary matters… but it’s rarely the full story. Today’s graduates have probably seen it all and are entering the workforce in a changing landscape. They’ve seen economic instability, they are constantly alert and updated thanks to social media, they’ve seen shifts in how we work, and rapid changes in industries. So it’s no surprise that their expectations from a first job go beyond just a pay cheque. If you’re hiring early-career talent, here’s what graduates are really looking for, and how you can attract (and keep) them.

1. Clear growth opportunities

For many graduates, the biggest draw isn’t the role as it stands today. Rather, it’s what it could lead to. They’re probably asking themselves 3 questions: 1. Will I learn here? 2. Can I grow into something bigger? 3. What kind of support will I get?

Even if your role is entry-level, showing how someone can develop within your team (or organisation) makes a real difference. This could be as simple as sharing a few real progression stories from your team; outlining mentoring, upskilling, or shadowing opportunities and being transparent about what “growth” might realistically look like in the first 6–12 months.

2. Meaningful work (even in small ways)

Graduates don’t expect to lead major projects on day one… but they do want to feel that their work matters. If the job involves repetitive tasks or admin (and most do), balance it by showing how the role contributes to something larger.

Try framing the job around impact: who it helps, what it enables, or how it fits into a broader mission. People want to know that they’re not just busy, they’re useful.

3. A healthy, respectful workplace

Many graduates are just as interested in how people work together as what they’re working on. Culture isn’t just a buzzword, it’s a deciding factor. Graduates value a supportive, approachable manager, clear communication, clear boundaries (e.g. not being expected to work evenings or weekends)and finally, a team that doesn’t operate on fear, but on trust.

If your team is small or things move quickly, be honest about that – but also share how you support new employees who are still learning.

4. Flexibility (or at least autonomy)

While full remote work might not always be possible, many graduates appreciate roles that offer flexibility — whether that’s in hours, working style, or how they manage tasks.

Don’t look at it as if you’re letting people do whatever they want, it’s about recognising and acknowledging that trust and autonomy are more motivating than micromanagement.

5. A sense of direction

Early-career professionals are navigating a lot of uncertainty. One way to stand out as an employer? Be clear. About expectations. About how performance is measured. About what the job actually looks like day to day.

Even something as simple as outlining a typical week can be helpful. Clarity builds trust, making your job ad feel more grounded than generic.

The bottom line (it’s not just about that)

Yes, salary matters but graduates are looking for more than just numbers. They want to feel like they’re learning, contributing, and heading somewhere meaningful.

If you’re hiring early-career talent, it’s not about over-promising or inflating titles. It’s about being transparent, respectful, and willing to invest in people who are just getting started.

That’s the kind of first job people remember… and stay for!

Share this article with a friend or colleague.