I graduated from Ramapo College of New Jersey in December 2024. Many of my peers were declining what seemed to be excellent employment offers. When I asked them why they would turn down opportunities like the ones presented, they said they thought they could do better. They were unwilling to settle for anything less than their dream job. Why would a graduating college student who is looking for full-time employment turn down what appeared to be great opportunities? In reality, even though those offers may have seemed great on the surface, after further discussion there were underlying issues with each of them. Many of the offers did not include the benefits that Generation Z (those born between 1997 and 2012) values the most.

Hybrid Schedules and Work-Life Balance

The new generation of graduating students is continuously looking to improve their work-life balance. Communicating to new accountants how hard the last busy season was can be misleading, because the rest of the year is very manageable. A hybrid schedule with the flexibility to work outside of the standard nine to five is becoming ever more popular with recent graduates. The adaptability provided with a hybrid schedule — some days remote, others in the office — allows employees to prioritize personal goals outside of work.

Gen Z continues to demonstrate their ability to incorporate health awareness and empathy into their workplace. Implementing more work flexibility allows the younger generations to feel understood and accepted, allowing for a more manageable work-life balance. The ability to take off a day of work without using their PTO provides opportunities for them to recharge and reset their minds to produce higher-quality work and reduce burnout rate.

Emphasis on Culture

Gen Z has high ideals and standards for what they desire from employers regarding company culture. Having a fun and comfortable work environment, promoting outings with colleagues, taking breaks during the workday, all coupled with productive and cooperative work relationships, signals to younger employees they are appreciated. Using antiquated platforms and software as well as sharing “war stories” about busy season is discouraging for new employees. As an employer, providing the newer generation with a spark of excitement and enthusiasm throughout the day builds lasting trust and excites talented employees.

Guidance and Encouragement

Building and maintaining trust through proper guidance is vital for new employees. I distinctly remember what my manager told me when he offered me my position. “We want to invest in you as much as you want to invest in us.” That sentence spoke volumes to me. I had someone who was investing in me; I was where I belonged. Those few words committed me to Traphagen CPAs & Wealth Advisors, my second home. The subtle reassurance coupled with their culture was what attracted me. Traphagen provided me with the confidence I needed to succeed and embrace the change I was making in my life.

Aspiring to be a young professional and pursuing my CPA, I have often surrounded myself with those who I know would be strong mentors to me. My mentors motivate me to achieve my next set of goals. Many in my generation need the same support system and guidance. I am fortunate enough to be a part of a team where I can grow personally as well as professionally. This position has allowed me to learn, make mistakes and shape who I want to be. I was offered this opportunity as a sophomore in college. Traphagen invested in me, with no experience.

Closing Advice

New grads: Be selective and choose wisely; I work with a firm and individuals who are recognized for their excellence in the accounting profession. As you are mentored, mentor others.

Employers: Take chances on the newer generation that is entering the workforce in an ever-changing landscape. Be an advocate for your younger employees and provide them with trusted support systems. Invest in them as you would expect them to invest in you.