Global economic uncertainty has led to tougher competition and fewer entry-level opportunities for recent graduates entering a job market that is considerably different from that of recent years.

In the midst of ongoing uncertainty, what benefits are new graduates prioritizing? According to What the Class of 2025 Wants, a survey conducted by LaSalle Network, the national U.S. staffing, recruiting and culture firm, graduates continue to prioritize quality of life and mental health coverage, echoing recent trends. When asked about the benefits they considered most important, the majority stated insurance coverage for therapy, followed by medical coverage and unlimited paid time off (PTO). Notably, unlimited PTO has become a standout benefit. The survey noted that for graduates, it signals trust and flexibility, two traits they value highly in an employer.

For early-career employees, they want to work for companies that view them as individuals, not just employees. The LaSalle Network survey emphasized that “graduates want to work for companies that actively promote psychological safety and destigmatize asking for help.” For many job seekers, failing to offer this beneficial support is a dealbreaker.

Most Valued Perks

Flexibility remains a priority for new graduates, with the most valued perks including in-office benefits and wellness stipends. However, expectations around remote work are shifting. The LaSalle Network survey found that while previous assumptions suggested job seekers would overwhelmingly demand remote or hybrid options, among 2025 graduates who have already accepted roles, 47% reported accepting fully in-office positions. Although many organizations have implemented return-to-office mandates, specifically for those in entry-level positions, 25% of respondents will be working in hybrid arrangements. Of those, the majority (83%) will work remotely two to three days per week.

A recent Mercer survey found similar priorities among Canadian graduates. When it comes to workplace amenities, on-site fitness facilities are valued the most, followed by travel discounts, paid/subsidized parking, technology discounts and local business discounts.

The survey also noted that many employers are considering adding more workplace perks to attract Gen Z talent, including additional vacation days, more remote work opportunities, student loan repayment assistance and birthday rewards.

Annual bonuses offered a source of additional compensation for new hires. According to the survey, 72% of businesses make new graduate hires eligible for their annual bonus program, and 78.7% of those businesses pay a bonus to more than 75% of new hires. Among employers offering sign-on bonuses, 76.9% said they offered the bonus to compete with other offers, and 38.5% said sign-on bonuses were offered to attract candidates with in-demand skills.

Challenges Facing New Professionals

According to a Robert Half® survey, graduates eager to find professional development opportunities may face more early-career obstacles as demand in the labor market has shifted.

Respondents revealed the top five challenges they encountered early in their careers.

• Limited mentorship opportunities: 47% said they lacked a mentor or workplace peer to help guide them.
• Insufficient onboarding: 37% felt unprepared due to inadequate employer training.
• Lack of internship experience: 34% entered the workforce without internships or relevant work experience.
• Managing workloads: 33% struggled with the volume and prioritization of tasks.
• Skills gaps: 32% felt that they couldn’t make an immediate impact with the skills they possessed.

“Beginning your career can be a daunting time, but there are many steps early-career professionals can take to set themselves up for success,” said Koula Vasilopoulos, senior managing director at Robert Half, Canada, in a prepared statement.

Vasilopoulos emphasized that graduates should look to build a strong foundation of communication that includes networking, connecting with other professionals to learn from, and being vocal with an employer, ensuring that adequate tools and training are in place to succeed.

“Approaching early roles with an open and inquisitive mind and a commitment to learning helps set the stage for long-term confidence and growth,” Vasilopoulos said.