Divining the youngest generation, again...
Workforce.com recently published an article about some workforce statistics.
A total of 85 percent say that they would prefer to stay with their current organization for their entire career, and half of those say they are willing to stay under the right conditions. The only group that showed the most interest in leaving were those between the ages of 18-24 years old. “If you think about it, those are the people just out of school or just starting out in their career, so of course they might be leaving their organization — they’re kind of in their starter job,” Kimmel said.
Nothing in this article is new-- but it does articulate one of the key features of the Nlyst model: helping recent grads discover their "forever career" faster. The article states that 85% of employees prefer to stay with their current employer, with a plurality saying that they would continue to stay there under the right conditions (i.e. few love their employer "unconditionally". The one exception to this finding is that a majority of individuals within the 18-24 year-old demographic prefer to leave their current organization, rather than stay.
As other articles have stated for much of the past decade-- the reputation that millennials and GenZ developed for job-hopping is simply untrue. That said, individuals in their first job (typically those under the age of 25) of EVERY generation, have been much more likely to leave their job than other age demographics.
At its core, this pattern is driven by a lack of successful platforms helping to educate recent graduates, particularly those from four-year colleges, about the spectrum of careers on offer in the private sector. Some of the most successful and coveted programs, like Management Consulting or Leadership Rotations, are valued because of the exposure that they provide entry-level workers to a range of different disciplines.
Nlyst provides an early career alternative by helping recent graduates discover their long-term career path faster, by providing recent graduates with access to job opportunities, tools and support, and providing companies that might otherwise not consider recent graduates for entry-level roles with access to top graduates from elite universities without the challenges of building a campus recruiting program.