Skip to main content
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
  • Store
  • Sign In
  • Account
    • My Account
    • Logout
    • Global
    • India
    • MENA
SHRM
About
Book a Speaker
Join Today
Renew
Rejoin Now
Renew
  • Membership
  • Certification
    Certification

    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    Events & Education

    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    Community

    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Close
  • Membership
  • Certification
    back
    Certification
    Smiling asian student studying in library with laptop books doing online research for coursework, making notes for essay homework assignment, online education e-learning concept
    Get Certified!

    Be recognized as an HR leader with your SHRM-CP or SHRM-SCP credential.

    • How to Get Certified

      Demonstrate your ability to apply HR principles to real-life situations. No other HR certification compares.

      • How to Get Certified
      • Eligibility Criteria
      • Exam Details and Fees
      • SHRM-CP
      • SHRM-SCP
      • Which Certification is Best for Me
      • Certification FAQs
    • Prepare for the Exam

      Give yourself the best chance to pass your SHRM certification exam.

      • Exam Preparation
      • SHRM BASK
      • SHRM Learning System
      • Instructor-Led Learning
      • Self-Study
      • Study Aids & Add-ons
    • Recertification

      Recertify your SHRM Credentials before your end date!

      • Specialty Credentials
      • Qualifications
  • Topics & Tools
    back
    Topics & Tools

    Stay up to date with workplace news and leverage our vast library of resources to streamline day-to-day HR tasks.

    The white house in washington, dc.
    Executive Order Impact Zone

    Do not abandon, but evaluate and evolve. It is about legal, equal opportunity for all.

    • News & Trends

      Follow breaking news and emerging workplace trends.

      Legal & Compliance

      Stay informed on workplace legal updates and their impacts.

      From the Workplace

      Explore diverse perspectives from your peers on today's workplaces.

      Flagships

      Get curated collections of podcasts, videos, articles, and more produced by SHRM.

    • HR Topics
      • AI in the Workplace
      • Civility at Work
      • Compensation & Benefits
      • Inclusion & Diversity
      • Talent Acquisition
      • Workplace Technology
      • Workplace Violence Prevention
      SEE ALL
      SHRM Research
    • Tools & Samples

      Access member resources and tools to streamline HR tasks.

      • Forms & Checklists
      • How-To Guides
      • Interactive Tools
      • Job Descriptions
      • Policies
      • Toolkits
      SEE ALL
      Ask an Advisor
  • Events & Education
    back
    Events & Education
    SHRM25 in San Diego, June 29 - July 2, 2025
    Join us for SHRM25 in San Diego

    Register for the World’s Largest HR Conference being held on June 29 - July 2, 2025

    • Events
      • SHRM25
      • The AI+HI Project 2025
      • INCLUSION 2025
      • Talent 2026
      • Linkage Institute 2025
      SEE ALL
      Webinars
    • Educational Programs

      Designed and delivered by HR experts to empower you with the knowledge and tools you need to drive lasting change in the workplace.

      Specialty Credentials

      Demonstrate targeted competence and enhance credibility among peers and employers.

      Qualifications

      Gain a deeper understanding and develop critical skills.

    • Team Training & Development

      Customized training programs unique to your organization’s needs.

  • Business Solutions
  • Advocacy
    back
    Advocacy

    Make your voice heard on public policy issues impacting the workplace.

    Advocacy
    SHRM's President & CEO testifies to Congress on "The State of American Education"
    • Policy Areas
      • Workforce Development
      • Workplace Inclusion
      • Workplace Flexibility & Leave
      • Workplace Governance
      • Workplace Health Care
      • Workplace Immigration
      State Affairs

      SHRM advances policy solutions in state legislatures nationwide.

      Global Policy

      SHRM is the go-to for global HR leaders and businesses on workplace matters.

    • Advocacy Team (A-Team)

      SHRM’s A-Team is a key member benefit, giving you the tools, insights, and opportunities to shape workplace policy and drive real impact.

      Take Action

      Urge lawmakers to support policies that create lasting, positive change.

      Advocacy & Legislative Resources

      Access SHRM’s curated policy materials and content.

    • SHRM-Led Coalitions
      • Generation Cares
      • The Section 127 Coalition
      • Learn More & Partner with SHRM Government Affairs
  • Community
    back
    Community
    Woman raising hand in group
    Find a SHRM Chapter

    Easily find a local professional or student chapter in your area.

    • Chapters

      Find local connections from over 607 chapters and state councils and create your personalized HR network.

      SHRM Connect

      Post polls, get crowdsourced answers to your questions and network with other HR professionals online.

      SHRM Northern California

      Join SHRM members in the greater San Francisco Bay area for local events and networking.

    • Membership Councils

      Learn about SHRM's five regional councils and the Membership Advisory Council (MAC).

      • Membership Advisory Council
      • Regional Councils
    • Volunteers

      Learn about volunteer opportunities with SHRM.

      • Volunteer Leader Resource Center
Join Today
Renew
Rejoin Now
Renew
  • Store
    • Global
    • India
    • MENA
  • About
  • Book a Speaker
  • Foundation
  • Executive network
  • CEO Circle
  • Enterprise Solutions
  • Linkage Logo
SHRM
Sign In
  • Account
    • My Account
    • Logout
Close

  1. Topics & Tools
  2. Workplace News & Trends
  3. Talent Acquisition
  4. The Class of 2021 Wants to Work in the Office
Share
  • Linked In
  • Facebook
  • Twitter
  • Email

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.


Error message details.

Copy button
Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.


Learn More
News

The Class of 2021 Wants to Work in the Office

Only 2 percent of graduating seniors are seeking full-time remote work

July 28, 2021 | Roy Maurer

A business woman using a tablet computer in an office.


​The good news is that the Class of 2021 is entering a much more advantageous labor market than graduating college seniors were a year ago. But employers and job seekers are still navigating the changes to the world of work introduced by the coronavirus pandemic, and recent research reveals a surprising preference related to one of the most consequential workplace changes of the past year—working remotely.

Even as employers are busy figuring out the best ways to transition to a hybrid remote/in-person work arrangement, 64 percent of 500 U.S. college seniors polled by recruitment software company iCIMS in April say they want to work onsite most of the time or full time, and 98 percent say they would like to work in some kind of hybrid arrangement. Only 2 percent replied that they want to work remotely full time.

College seniors' reluctance to work remotely may be due partly to a lack of work-from-home readiness on the one hand, or Zoom fatigue on the other, but the biggest factor may be the desire of Generation Z to have a traditional employment experience. The majority (88 percent) said they want to meet their co-workers in person, collaborate face-to-face and build relationships in an in-person workplace setting.

"It makes a lot of sense when you think about being a new grad, going into the workforce for the first time, wanting to have that first office experience," said Christy Spilka, global head of talent acquisition at iCIMS. "College seniors just entering the workforce want to feel that, be a part of that, experience what that is like. Especially for those early in their career, face-to-face interaction and the opportunity to work together in person is so important."  

The findings align with what candidates and new hires are expressing at Enterprise Holdings, the rental car and transportation services provider based in St. Louis, and one of the top employers of new college graduates.

"Our candidates are excited about the idea of being in person," said Marie Artim, vice president of global talent acquisition at Enterprise. "Socialization is critical. Especially as a first career job, it can be intimidating to join and onboard into an organization virtually. At that part of your career, engagement with co-workers and managers is so important, and it's difficult to do that well over Zoom."

Just 26 percent of job seekers from the Class of 2021 say remote work is a selling point; instead, the physical location of the job is a more important factor when considering whether to apply.

"I think the biggest misperception is that because Gen Z are digital natives and are very tech-savvy, that they only want to work virtually," Artim said. "This is a group that truly enjoys personal interaction. They want to connect with humans. They have expectations about personalization and speed, so using technology to streamline processes is appreciated, but they want to be around other people."

Hiring Outlook

Employers project hiring 7 percent more new college graduates from the Class of 2021 than they did from the Class of 2020, according to a report from the National Association of Colleges and Employers (NACE).

NACE also reports that seniors face a "more positive than expected" outlook compared to that of the Great Recession, as nearly 10 percent more employers plan to maintain or increase the number of college hires in 2021 than in 2009.

iCIMS data shows entry-level hiring patterns are returning to pre-pandemic levels, and although this year's college graduates are entering a volatile job market, nearly 60 percent of HR professionals say they are opening new positions to entry-level hires.

"Our business has bounced back, and Enterprise is refocused on hiring," Artim said. "We have a strong internship class this summer and are working toward filling our talent pipeline for the future."

Anthony Carnevale, founder and director of the Georgetown University Center on Education and the Workforce in Washington, D.C., forecasts "a bright economic future for the class of 2021," even though there will be speed bumps getting out of the gate. He said he expects the unemployment rate of recent college graduates to rise this year, because in addition to the roughly 2 million new bachelor's degree graduates, the economy must absorb those in the class of 2020 who are still looking for jobs.   

"Last year's graduates who are still seeking employment may face even more challenges now that they are considered long-term unemployed," Carnevale said. "Recent college graduates may also have particular difficulty finding jobs in industries hit hard by the pandemic recession. At the bachelor's degree level, workers in the leisure and hospitality, information, natural resources, transportation and utilities, and other services industries still face relatively high unemployment rates."

[Want to learn more about talent management? Join us at the SHRM Annual Conference & Expo 2021, taking place Sept. 9-12 in Las Vegas and virtually.]

Salary Expectations

The average starting salaries for the Class of 2021 are expected to rise, particularly for computer science majors, according to NACE.  

And iCIMS data shows that the year-over-year average salary for entry-level employees is forecast to be $66,600, an 11 percent increase over 2019 and 22 percent over 2020.

"I'm excited about the salary prospects for the class of 2021," said Steven Rothberg, chief visionary officer and founder of College Recruiter, a job search site for students and recent graduates. "The employers that are hiring are offering higher wages than they were a year or two ago. The employers with the largest number of job openings are doing no hiring because they are paying $12 an hour like they were in 2019. I've never seen such rapid wage escalation for recent grads over just a few months, particularly for the students who get hired into hourly management jobs in leisure and hospitality."

Rothberg is among those who believe that the main cause of employers' current hiring difficulties is not due to a shortage of candidates, but instead to a lack of interest in jobs not paying enough.  

"It no longer pays to be loyal to your employer," Carnevale said. "Young college graduates have increased their earnings by firing their employer and taking a new job with higher pay. The best way to advance in an expanding economy is to move from job to job as prospects improve."

The Importance of DE&I

Diversity, equity, and inclusion (DE&I) are critical considerations for Generation Z, according to the iCIMS survey. Among college seniors, 72 percent either strongly expect or require employers to be committed to DE&I, with 58 percent expecting to learn about the company's DE&I efforts during the interview process.

"I never would have imagined two years ago that a 22-year-old would be asking a recruiter for examples of actions that the company has taken to improve the health and safety of their employees or about their hiring process as it relates to DE&I," Rothberg said. "Gen Z wants to work in a place that aligns with their values. That has become important to them. And employers and college services offices are struggling with how best to answer these types of questions."        

Spilka said that employers can showcase their DE&I actions with video testimonials from employees on their careers page, on social media, and on sites like Glassdoor.

"Let your employees share about how they are able to bring their unique voice to the organization and in the work that they do," she said. "Talk about your employee resource or affinity groups, and how you are supporting your diversity goals."

Aurelie Richard, chief human development and strategy officer at S&C Electric Company in Chicago, has spent the last two years integrating DE&I into the organization's processes, especially talent acquisition, she said.

Richard's team supports multiple affinity groups focused on a wide range of topics and issues and enlists members of those groups during recruiting events to help answer questions and make candidates feel valued.

"Once we have identified new talent, we make a point to use a diverse panel of interviewers during the hiring process, so candidates feel comfortable bringing their whole selves to the discussion," she said. "These interview panels also give the candidate the opportunity to speak with someone from their department to talk about the work environment, office structure and workload. In some cases, it's also beneficial to offer candidates the opportunity to briefly job-shadow someone at the company who shares their background to provide greater visibility to the culture of the company and the responsibilities of the role."

Rothberg said he's seeing more employers earnestly communicating about DE&I during recruitment. "The message of 'Here is what we have done, and here is what we intend to do, and here is how we want you to be a part of the solution' is incredibly powerful to a Gen Z candidate," he said.

Benefits
Communication
Employee Relations
Recruiting
Remote and Hybrid Work
Talent Acquisition
Work Life Integration

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.



Related Content

Kelly Dobbs Bunting speaks onstage at SHRM24
(opens in a new tab)
News
Why AI+HI Is Essential to Compliance

HR must always include human intelligence and oversight of AI in decision-making in hiring and firing, a legal expert said at SHRM24. She added that HR can ensure compliance by meeting the strictest AI standards, which will be in Colorado’s upcoming AI law.

(opens in a new tab)
News
A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

(opens in a new tab)
News
How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

HR Daily Newsletter

Stay up to date with the latest HR news, trends, and expert advice each business day.

Success title

Success caption

Manage Subscriptions
  • About SHRM
  • Careers at SHRM
  • Press Room
  • Contact SHRM
  • Book a SHRM Executive Speaker
  • Advertise with Us
  • Partner with Us
  • Copyright & Permissions
  • Post a Job
  • Find an HR Job
Follow Us
  • LinkedIn
  • Facebook
  • Twitter
  • Instagram
  • YouTube
  • SHRM Newsletters
  • Ask An Advisor

© 2025 SHRM. All Rights Reserved

SHRM provides content as a service to its readers and members. It does not offer legal advice, and cannot guarantee the accuracy or suitability of its content for a particular purpose. Disclaimer


  1. Privacy Policy

  2. Terms of Use

  3. Accessibility

Join SHRM for Exclusive Access to Member Content

SHRM Members enjoy unlimited access to articles and exclusive member resources.

Already a member?
Free Article
Limit Reached

Get unlimited access to articles and member-exclusive resources.

You've reached the limit of 1 free article this month. Join to access unlimited articles and member-only resources.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join the Executive Network and enjoy unlimited content.

Already a member?
Free Article
Exclusive Executive-Level Content

This content is for the SHRM Executive Network and Executive Content Subscription members only.

You've reached the limit of 1 free article this month. Join and enjoy unlimited access to SHRM Executive Network Content.

Already a member?
Unlock Your Career with SHRM Membership

Please enjoy this free resource! Join SHRM for unlimited access to exclusive articles and tools.

Already a member?

Your membership is almost expired! Renew today for unlimited access to member content.

Renew now

Your membership has expired. Renew today for unlimited access to member content.

Renew Now

Your Executive Network membership is nearing its expiration. Renew now to maintain access.

Renew Now

Your membership has expired. Renew your Executive Network benefits today.

Renew Now