Publications NewGen

In a job market shaken by economic, geopolitical, and technological uncertainties, have young graduates revised their career aspirations?
In 2023, the first edition highlighted a shift in professional ambitions. In this second edition, alumni associations sought to assess how young people’s aspirations and expectations have evolved. Was their education aligned with the requirements of their profession? Does their work provide them with professional fulfillment and personal satisfaction?

The Gen Z Lab by JobTeaser and EDHEC's NewGen Talent Center have joined forces and carried out a major European study to decipher the latest trends in future careers of young talents.

More and more members of Generation Z are breaking with traditional career paths and refusing to take management positions. Shifting power dynamics and expanded civic ambitions are among the reasons why. Manuelle Malot and Geneviève Houriet Segard, respectively Director and Deputy Director of the EDHEC NewGen Talent Centre, unpack this trend.

Tensions in the job market have not brought young graduates into line, and their relationship with work continues to challenge established norms.
This study, conducted by JobTeaser and the EDHEC NewGen Talent Centre, sheds light on one of the major challenges of the coming years: understanding a generation that, far from being disengaged, is above all seeking work that is more authentic, more transparent, and more consistent with its aspirations.

For more than twelve years, the Centre has been committed to shedding light on academic and career guidance choices through rigorous surveys conducted with several thousand students.
The "Prépas" give rise to many debates, often shaped by external perceptions that can be far removed from students’ lived realities. In order to provide insights grounded in concrete experience, we directly surveyed students enrolled in preparatory classes on the questions most frequently asked by final-year secondary school students and their parents.

Climate emergency, evolution of the energy mix, development of clean mobility, industrial renewal, energy sovereignty… These are some of the major challenges we face today and to which hydrogen brings, in one way or another, all or part of the solution. The NewGen intervention is at 1:01:12 until 1:04:00.

The V.I.E program celebrates its 25th anniversary and reaffirms its value by offering young professionals a decisive springboard for their careers, and companies a strategic lever for international development and employer branding. This third edition of the study conducted by the EDHEC NewGen Talent Centre highlights the continued appeal of the V.I.E program among young people.

In today’s competitive job market, in which companies struggle to attract and retain young professionals, graduate programmes have become a powerful tool.
According to EDHEC NewGen Talent Centre research, 98% of participants see graduate programmes as an excellent start to their professional life; three out of four stay or plan to stay with their employer once the programme ends. The question is no longer whether to launch a graduate programmes, but how to make it truly effective for both graduates and businesses.

Generation Z is not here to inherit the world we have built; it is here to reinvent it. Geneviève Houriet Segard from EDHEC explains in Ambition magazine how higher education students intend to shake up the world of work.

Graduate Programmes are emerging as a key pathway for young talent, offering structured entry into the workforce while supporting career development. They align closely with the expectations of new generations of graduates, at a time when companies are struggling to attract, retain, and upskill their employees. The EDHEC NewGen Talent Centre is releasing a new, expanded edition of its Graduate Programmes study.

Why do some young graduates thrive from day one at work while others struggle to settle in? The answer often comes down to one key figure in the office: their manager. We analysed nearly 2,000 responses from recent graduates of business and engineering schools, all with fewer than six years of experience.

The conquest of new markets is a strategic challenge for many companies, but it's also an HR challenge. In a complex geopolitical context and a tight job market for certain profiles, attracting and retaining talent, and managing international and intercultural teams are real challenges for a winning international HR strategy.
Business France and the EDHEC NewGen Talent Centre conducted an in-depth survey of over 200 companies to gain a better understanding of their strategies, best practices and challenges, and to assess the place of V.I.E. in their HR policies.

Interview with Manuelle Malot, founder of EDHEC's NewGen Talent Centre, which is specialised in the sociological analysis of the aspirations, behaviour and skills of new generations of graduates.

EDHEC NewGen Talent Centre’s pan-European 2025 study uncovers Gen Z’s shifting career mindset, favouring flexibility, career pivots and small and medium businesses over tradition and hierarchy.

As the academic year draws to a close, a new generation of graduates is preparing to step into the workforce. But unlike previous cohorts, this one isn't just looking for a job - they're searching for purpose. According to a recent study by EDHEC Business School's NewGen Talent Centre and JobTeaser's Gen Z Lab, these young professionals are bringing with them a fresh set of expectations and priorities that could reshape how organizations attract, retain, and develop talent.

EDHEC's centre of expertise publishes the 4th edition of the NewGen NewJob' barometer on the challenges of the first job.
The study reveals what will matter in 2025 in the career choices of young graduates. This generation, in search of meaning and balance, is redefining the relationship at work and pointing to the company's responsibility for the mental well-being of its employees.

Manuelle MALOT, Career Director and Director of the NewGen Talent Centre at EDHEC Business School, is the guest on the 'Pari Gagnant' podcast to discuss the major trends in recruiting young talent. She presents the results of the latest study conducted by JobTeaser and EDHEC, inviting us to rethink GenZ recruitment in 2025.

The Gen Z Lab by JobTeaser and EDHEC's NewGen Talent Center have joined forces and carried out a major European study to decipher the latest trends in future careers of young talents.

In 2025, future graduates view their first job as a transitional step, with an ideal duration of only 18 months. This is one of the main trends emerging from the study 'Early Career: What Future Graduates Want in 2025,' conducted by JobTeaser and the EDHEC NewGen Talent Centre among 6,000 future graduates. The results reflect their positive yet realistic view of the workplace, as well as their quest for flexibility.

Young people's civic commitment has never been so strong: the new generations are wielding considerable influence, thanks to their individual and collective commitment. This new power has the potential to bring about major societal change, not only in the city, but also within companies.
This original study by the NewGenTalent Centre, a center of expertise on the professional aspirations of the new generations, confirms EDHEC's belief in the positive impact of the new generations on global issues.

As the Parcoursup platform is opening up, promising long discussions between future students, their teachers and their parents, the EDHEC Business School NewGen Talent centre offers you feedback from more than 15,000 former preparatory class.

When students and recent graduates judge companies' recruitment processes, they are not kind. A paradox considering the amount of money spent on employer branding. Processes are too long and unclear, and need to be changed.

A study by EDHEC’s NewGen Talent Centre spotlights the surprising link between the sports that students practise and the professional roles they aspire to take on

Against a backdrop of talent shortages, young graduates are more in demand than ever, across all sectors, functions, sizes and types of organization.
Although companies are investing considerable resources in their recruitment communications to attract young graduates, they are still struggling to recruit. From the moment the job offer is written to the moment the employment contract is signed, the candidate experience reveals as many disappointments for young people as missed opportunities for companies that don't seem to have invested enough on this issue.
Generation Z expects faster recruitment processes, truly personalized contacts and greater salary transparency, according to a latest survey of 5,866 students and young professionals and 561 HR managers on the theme of the “candidate experience”.
The study was conducted by the EDHEC NewGen Talent Centre and the Gen Z Lab of JobTeaser, Europe's leading recruitment and career guidance agency for young talent.

At a time when permanent employment contracts seem less attractive to the younger generation, there are two ways of integrating into the company that still appeal: the V.I.E and the Graduate Programme (GP). Advantages, disadvantages : Manuelle Malot, Director of EDHEC's NewGen Talent Centre, distributes the points.

In a context of talent shortage, young graduates have never been so coveted on the job market. There's plenty of advice on how to improve your employer brand, but few surveys ask young people and companies in parallel how the new generations at the start of their working lives see the corporate world and their careers. Do all corporate recruiters have a good understanding of the expectations of these coveted NewGen?

With over 20 years' experience, Manuelle Malot has seen the evolution of expectations and skills needed in the job market. Under her direction, the NewGen Talent Centre has established itself as a leader in the study of the behaviours and aspirations of young talent. Her vision is of an education that is not only academic but also experiential.

According to the latest report from Campus France, France's attractiveness as a destination for education remains undiminished. In 2022-2023, 412,087 foreign students were enrolled in French higher education, an increase of 17% over 5 years. The number of foreign students in business schools has risen the most: +80% in 5 years.
Commissioned by the CDEFM, the EDHEC NewGen Talent Centre has conducted the first study on international student profiles at major French business schools. With over 2,000 respondents of 118 different nationalities, this study reflects the diversity of international management students in France.

Contrary to popular belief, young people's vision of the corporate world is generally positive: they see it as a place conducive to projects, progress and innovation, according to Manuelle Malot, Director of Careers and NewGen Talent Centre at EDHEC. Aware of today's challenges, however, young people aspire to organizations that are more responsible, more ethical, less hierarchical, favoring flexible working methods and collaborative projects, but also employee well-being and a good working atmosphere.
These are essential criteria for attracting and retaining young talent. Find out more about their expectations and career aspirations in this video by Manuelle Malot, Career Director and NewGen Talent Centre at EDHEC.

Recruitment difficulties are giving voice to the many ambitions of young graduates. The company is the privileged witness of this promising evolution of a renewed and calmer relationship to work.

Manuelle Malot et Geneviève Houriet Segard took part in the working group associated with this study, conducted jointly by the Terra Nova think tank and Apec. Far from stereotypes, the survey shows that young people in the workforce are committed and motivated by their career development. Young people are characterised by heterogeneity in terms of their social position and jobs they hold

The benefits of sport for physical and mental health are well established, but sport has also become a means of personal and professional development. At a time when we sometimes hear of a generation glued to its screens, 2,600 management students gave us details of their sporting activities, the ways in which sport has shaped their personalities and the skills it has enabled them to develop.

This workshop investigates the career aspirations of young Ys (born between 1981 and 1986) and Zs (born between the end of the 90s and 2010) to better understand their expectations, better integrate them into the company and build their loyalty.
It aims to identify young people's societal commitments, particularly with regard to the environment, in order to better understand the demands they place on business in the face of climate change. In particular, to better understand the place and role of public services in society in their eyes (particularly in view of the Pacte law) and the place and role of public water services in tomorrow's society.

In this podcast, New Gen Talent researcher Geneviève Houriet Segard discusses the aspirations of young graduates and the growing importance of Raison d'être in the professional world. According to studies carried out by the center, 8 out of 10 young graduates claim to know exactly what their company's raison d'être is, an intriguing trend to explore. The interview reveals the profound aspirations of this new generation, and how they are redefining the meaning of work.

Convinced of the importance of education and the positive impact of the younger generation on the world, we are committed to informing the debate on career choices and professional projects through rigorous surveys conducted over more than 10 years on thousands of young students.
So, to help answer the question of choosing a preparatory class, we thought it would be useful to interview young preparatory students and ask them the same questions that pupils at the end of their secondary education would ask themselves...
Why did they choose this path? What subjects did they hesitate to choose? What did they really learn in preparatory classes? Were they happy there? Did they continue to pursue an activity outside their studies and what advice do they have for secondary school students on how to succeed in their studies?

Against a backdrop of talent shortages, young graduates are in greater demand than ever before, across all sectors, functions, sizes and types of organisation. This unprecedented situation, which is set to last until 2030 given the demographics, is reinforced by a profound change in the career aspirations of young graduates and their relationship to work.
All sectors have major recruitment needs, and sometimes a shortage of applicants in terms of both volume and diversity. At the same time, young people's career ambitions are taking on more varied forms: civic engagement and entrepreneurship are now just as important as a traditional career.

Against a backdrop of talent shortages, young graduates are in greater demand than ever before, across all sectors, functions, sizes and types of organisation. This unprecedented situation, which is set to last until 2030 given the demographics, is reinforced by a profound change in the career aspirations of young graduates and their relationship to work.
This third edition of the barometer of the challenges of the first job has once again looked at the aspirations of students who will be entering the world of work in the next few years.

Although the audit sector is recruiting, there are many preconceived ideas about its professions which can prevent young graduates from applying for job vacancies. Mazars has teamed up with the EDHEC NewGen Talent Centre to conduct a survey of students and recent graduates with no knowledge or experience of the audit profession, in order to understand better perceptions of the audit profession. At the same time, the study compared their responses with those of young auditors in post.
The results deconstruct preconceived ideas about the auditing profession and reveal differences in perceptions of the useful skills and working conditions.

Against a backdrop of talent shortages, young graduates are in greater demand than ever before, across all sectors, sizes and types of organisation. This unprecedented situation is reinforced by a profound change in the career aspirations of young graduates and their relationship to work. The social housing sector has major recruitment needs and has a lot to offer and no doubt some representations to deconstruct.

The EDHEC NewGen Talent Centre, in partnership with the Hlm CSR Institute, has conducted a survey of young employees of Hlm organisations and students with no knowledge of the sector. What are the results and how can they be used to make the Hlm movement more attractive? What strategies are housing associations developing, and how can they capitalise on these results?
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