Generation 2026: hyper-connected to AI, sceptical of corporate messaging, yet passionate about work

The 2026 edition of the annual JobTeaser x EDHEC study explores the latest trends in recruiting young talent: what are their top priorities? How do they perceive corporate messaging and the growing presence of AI in recruitment processes?

JobTeaser and EDHEC Business School reveal the results of their major annual study on the aspirations and behaviours of young talent in the job market. This year, 2,578 students and young graduates were surveyed (universities, business schools and engineering schools), in partnership with Kantar.

This large-scale survey aims, beyond stereotypes, to paint the portrait of a generation reshaping recruitment practices. Proactive in their job search, sceptical of institutional messaging, highly proficient in the use of AI yet deeply attached to human interaction, this generation proves to be far more engaged with work than often assumed. The results challenge many preconceived ideas about their relationship with employment.

The new rules of employer branding: sector before brand, experience before messaging

The sector of activity stands out as the number one criterion when choosing a company (57%), far ahead of brand reputation (25%). 84% of students already know which sector they want to work in before even identifying specific companies.

Corporate messaging that rings hollow: only 18% of students consider corporate content (videos, official testimonials) to be credible. By contrast, 80% trust feedback from alumni or former employees, and 46% rely on authentic employee testimonials, confirming that a sincere ambassador carries far more weight than polished communication.

Discouraging recruitment processes: 52% of candidates abandon a recruitment process they perceive as too long. 22 days is the maximum acceptable duration, unchanged since 2025. Mainstream social networks (TikTok, Instagram) remain marginal (13%) in job searches, as they are primarily seen as spaces for information and entertainment. Active sourcing — the proactive recruitment of qualified candidates — is emerging as a winning strategy: 53% of students have already been approached by recruiters, 68% regularly respond to such outreach, and 96% appreciate these direct approaches.

The era of enhanced applications: the paradox of AI, omnipresent yet rejected in recruitment

AI lies at the heart of current practices: 48% trust it to guide their choice of studies and 45% for career decisions — key life choices. Meanwhile, 92% of students use AI to improve their applications (CVs, cover letters, interview preparation).

Yet a paradox emerges with the clear rejection of fully automated recruitment. Human judgement remains essential in evaluation. 67% of candidates applying for their first job feel uncomfortable with AI-driven recruitment processes (CV screening, automated interviews, scoring systems). Among all respondents, 36% cite a lack of connection with the recruiter as a reason for withdrawing their application.

A further paradox: 75% believe AI will fundamentally transform their profession (+6 points vs 2024), and 32% fear their job could become obsolete (+5 points), highlighting a strong need for guidance and continuous learning.

A highly engaged generation eager to work

The study challenges a persistent cliché: 96% of students see work as a source of personal fulfilment (+3 points vs 2024). In spontaneous responses, work is primarily associated with personal achievement (30%). 

Far from disengaged, this generation is demanding about the consistency between discourse and reality, and about the quality of the experience offered from the moment they enter the professional world. Emerging trends are becoming clearer and accelerating: increasingly early mobility, with the ideal duration of a first job falling to 17 months (vs 20 months in 2024), reflecting a vision of careers as a succession of formative experiences.

Permanent contracts still questioned: 41% of students are not specifically seeking a permanent contract (+1 point), with variations depending on profiles (35% among engineers, 44% among university graduates). 

Salary becomes the number one attractiveness criterion, particularly for university graduates and managers, while engineers prioritise skill development (61%). Traditional retention strategies are no longer sufficient: without clear prospects and opportunities to develop skills, young talent moves on quickly.

Three profiles, three HR strategies

The study identifies three profiles with very different expectations. 

• University graduates – “Pragmatic explorers” : more fragile professional maturity, less habit of mobilising networks to secure opportunities and a more utilitarian approach to the first job. Ideal duration: 13 months. Salary serves as a reassuring benchmark in what is perceived as a complex environment.
• Managers – “Career pilots”: 58% see their first job as a springboard (vs 38% among university graduates), actively mobilise their networks and view the company as a label of employability. Ideal duration: 18 months.
• Engineers – “Skill builders”: 61% prioritise learning. They show stronger attachment to permanent contracts (65%) and see companies primarily as systems for developing skills. Ideal duration: 18 months.
  
  

For Adrien Ledoux, CEO and co-founder of JobTeaser: “This study highlights a deep gap between the dominant narratives and the real expectations of young talent. They want to work, progress and engage — but only if the rules of the game are clear,
human and consistent.”

Manuelle Malot, Director of the NewGen Talent Centre at EDHEC Business School: "In a tight labour market, young graduates demonstrate strong ambition. They see their careers as a driving force for development, seeking above all to grow both professionally and personally. Paradoxically, it is with a long-term employability perspective that they anticipate their future career moves.”

Methodology

Survey conducted from 1 August to 15 October 2025 in partnership with Kantar, among 2,578 students and young graduates aged 18 to 30, including 1,357 students and 1,221 young graduates. Profiles: 865 university graduates, 1,072 managers, 436 engineers.

For access to the full study or to contact its authors, please reach out to:

JobTeaser
Lionel Guérin - Independent Press Officer
email - 07 51 59 86 32

EDHEC Business School
Angèle Pellicier - email - 06 68 11 39 04
Audrey Bouchard - email - 06 17 25 03 77