What truly motivates young people when choosing student jobs? What makes them say “yes” to an offer, or, on the contrary, completely ignore it? What does an attractive job look like for students in 2025?

The temporary job market has changed fundamentally in recent years. With Generation Z, we’ve realized that today’s youth no longer respond to the same strategies that worked a decade ago. For young people, a summer job is no longer just a temporary source of income—it can become a springboard for a career or, conversely, an experience to avoid.

In the absence of relevant, attractive, and flexible offers, companies are facing a seasonal recruitment crisis that directly affects operations during the summer months. Fortunately, there are solutions—but they require a deep rethink of how student jobs are built and promoted.

A growing problem: disinterest in traditional student jobs

According to a study by the European Commission’s Youth Employment Support Program, 63% of European students perceive seasonal jobs as “uninteresting,” “rigid,” and “incompatible with their professional development goals.” In an era of instant access to information and abundant opportunities—from internships to freelance projects or international volunteering—students can easily compare, analyze, and choose. Unfortunately, many summer job offers fail to stand out or demonstrate a real benefit. Unfortunately, many summer job offers fail to stand out or demonstrate a real benefit.

Moreover, data from a Gallup report highlights that young people prioritize the following factors: schedule flexibility, purpose of the activity, and learning opportunities. If these criteria are missing, employers risk being ignored—regardless of the salary offered. Change isn’t just about adapting; it’s about staying relevant.

Why Is It worth investing in student jobs?

Although recruiting students may seem challenging, the long-term benefits can be remarkable. They bring energy, a desire to learn, and most importantly, they can become your future full-time employees.

A McKinsey report shows that 40% of students who had a positive work experience during their studies are willing to apply later for full-time jobs at the same company. Thus, a simple summer job becomes a mutual testing platform—the employer can evaluate the young person's skills, and the student can decide whether they want to remain in that professional environment.

Beyond retention, such a strategy can enhance your employer brand. Brands that invest in young people and offer real development opportunities are perceived as dynamic, modern, and socially responsible.

7 Effective Strategies to Attract Students to Summer Jobs

1. Reframe the Offer: Speak Their Language

Generic and impersonal job descriptions no longer work. Instead of “looking for seasonal operator,” use benefit-driven language: “join a young team and learn how logistics works in a manufacturing business.” Include details about what they’ll learn, the skills they’ll develop, and how they can use the experience moving forward.

Use concrete examples: “you’ll help manage online orders and learn how to use an ERP system,” instead of “support activities.”

2. Be Present Where They Are

If you want your message to reach Gen Z, you need to be active on TikTok, Instagram, YouTube, or even Discord. That’s where they spend their time, interact with brands, and form opinions.

Create visual content: short videos where young employees talk about their experiences, video tours of your office, or testimonials with humor and authenticity. Traditional text ads have limited impact in this context.

3. Partner Directly with Universities and Student Organizations

One of the most effective ways to reach students is through direct partnerships with faculties, student associations, and career counseling departments. You can host info sessions, free training, interactive workshops, or even sponsor events (hackathons, student festivals, summer camps).

Being physically present on campus or collaborating with student opinion leaders significantly increases your brand’s chances of being considered.

4. Ensure a Flexible and Transparent Schedule

Flexibility has become a crucial selection criterion. Many students travel, attend summer classes, or plan other activities during the break. If you offer a rigid schedule with fixed hours and little autonomy, you're likely to lose valuable candidates.

Offer multiple working options: part-time, rotating shifts, peer scheduling. In sectors where it’s feasible, even consider remote work. Transparency is equally important—state clearly in the ad what a typical workday looks like and what’s expected of them.

5. Offer Extra Benefits, Not Just Salary

Young people aren’t motivated solely by money, but by the added value of the experience. Benefits may include:

• free lunch;

• company-provided transport;

• access to online courses (e.g., LinkedIn Learning, Udemy);

• gym or cultural event subscriptions;

• the possibility of receiving a personalized recommendation letter.

Even symbolic bonuses—such as a day off for good performance—can have a positive impact.

6. Create a Friendly and Fast Onboarding Process

The integration process should be efficient, clear, and adapted to their style. Students can easily feel overwhelmed by excessive information or procedures. Offer visual materials (video guides, infographics), assign a mentor close in age, and encourage questions and continuous feedback.

A successful onboarding not only reduces dropout rates but also contributes to a positive long-term experience.

7. Offer a Completion Certificate at the End

One of the simplest and most effective ways to show appreciation is through a document that will help them later: a certificate of internship or a letter of recommendation. Bonus: you can create digital badges that can be displayed on LinkedIn or CVs.

These documents are extremely valuable to students—they prove they didn’t just work “to make money” but grew professionally.

Create Experiences, Not Just Jobs

Summer jobs are young people’s first real interactions with the world of work. If those experiences are positive, your company doesn’t just gain a seasonal employee—it gains a supporter, a future professional, and a brand ambassador.

Analyze your open positions:
✅ Do you offer flexibility?
✅ Do you offer value?
✅ Do you speak the language of Generation Z?

Invest now in effective student recruitment strategies—not just for this summer, but for your company’s future.

Sources for ”How to attract students to summer jobs? Ideas to meet their expectations” article

• European Commission – Youth Employment Support: https://ec.europa.eu/social/main.jsp?catId=1196&langId=en

• Gallup – Millennials and Gen Z in the Workplace: https://www.gallup.com/workplace/319586/millennials-workplace.aspx

• McKinsey & Company – What Gen Z wants from work: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/what-gen-z-wants-from-work

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